10 1 1 425 3941

The Mediating Influence of Leadership Style and Moderating
Impact of National Culture and Organisational Size on the Culture-

Effectiveness Relationship: The Case of Iran
A thesis submitted to Graduate school in partial fulfilment of the

requirement for the degree of Doctor of Philosophy
By
Alireza Nazarian
Brunel Business School

University of Brunel
August 2013
i
Abstract
Organisational effectiveness has always been researchers’ main concern and interest over a long
period of the time. Also, organisational culture as the main contributor of organisational
effectiveness and its impact has attracted many scholars in different disciplines including
organisational studies. While there is an extensive body of literature on the relationship between
organisational culture and organisational effectiveness, many of the previous studies in this field
have explored the direct relationship between specific culture domains and specific effectiveness
measures and researchers have paid inadequate attention to mediators and moderators of the link
between organizational culture and effectiveness. In fact, there is an absence of a comprehensive
conceptual model of the culture-effectiveness relationship in the literature that includes the
impact of mediators such as leadership style or moderators such as national culture and
organisational size.
Therefore, the purpose of this study is to investigate the mediating influence of leadership style
and the moderating impact of national culture and organisational size on the culture-effectiveness
relationship in private sector organisations in Iran. In order to achieve the research aim and
objectives this study is preceded by a systematic review of the relevant literature that leads to the
development of a comprehensive conceptual model. Data collected from different management
levels of 40 private sector organisations in Iran by using a survey questionnaire with a design
based on previous studies, and analysed using the statistical package for social sciences, SPSS
V.18. A convenience sample of 1,000 respondents from various management levels of the
organisations was established, in which 353 were returned on time to the researcher that create
the response rate of 35.3 percent. This research in nature is quantitative, positivist and deductive
and uses survey method by self-administered questionnaire because of its obvious advantages
when it comes to versatility and speed.
The results of this study show that there is a strong relationship between organisational culture,
leadership style and organisational effectiveness and, in fact, leadership style is a partial
mediator between all four organisational culture types and organisational effectiveness apart
from the adhocracy culture type. Moreover, the findings of this study confirm the importance and
major impact of national culture and organisational size as moderators on the relationship
between organisational culture, leadership style and organisational effectiveness.
ii
This study makes several contributions one of which is the presentation of a comprehensive
framework that that explains the importance and impact of leadership style as a mediator and
national culture and organisational size as moderators on the culture-effectiveness relationship.
Moreover, this study provides a novel contribution to the growing literature on the culture-
effectiveness relationship in private sector organisations, particularly for developing countries
such as Iran. Furthermore, the result of this study provides meaningful managerial implications
and can be used as a guide for implementing organisational change including cultural or
managerial styles to improve organisational effectiveness.
iii
Dedication
This doctoral research effort is dedicated to my parents and my sister, who believed in my ability
to achieve this goal. For all your love, support and constant encouragement, this has enabled me
to reach this milestone. I could not have imagined achieving this without you all.
iv
Acknowledgement
Without doubt the successful completion of my PhD would not be possible if I didn’t have
support and encouragement of many people in my life as I strongly believe that a project such as
this is not entirely a personal and individual task. I would like to take this opportunity to extend
my sincere appreciation to those who have provided me with help and encouragement, who have
always been so helpful to me and without whom it would have been almost impossible for me to
overcome the challenges of this project.
My utmost humble appreciation is to my supervisors Prof Zahir Irani and Dr Maged Ali without
whom I would not be able to finish this journey. Their valuable guidance, motivational support,
and encouragement were invaluable to me. I always feel honoured and proud to be one of Prof
Irani’s students and work under his auspicious supervision. I would also like to extend my
appreciation to my second supervisor Dr Maged Ali who was always available and helpful
without doubt. I always enjoyed our discussions and gained valuable feedback on all the aspects
of my thesis. Dr Ali was always patient with me and read my work with interest and discussed
feedback critically.
Last, but not least, my warm and heartfelt thanks go to my family for sticking by me in the days
and nights that it took to finish this dissertation. I am always grateful to my parents who provided
me with support, encouragement and love. Without their support and love I would not even have
been able to start my journey. My Dad, Mom and Sister are the most important people in my life
and their encouragement was the best thing to help me accomplish my PhD. Finally I need to
specially thank my girlfriend, Niusha, who always supported me and without her support I would
not have been able to finish my PhD.
v
Declarations
I declare that, to the best of my knowledge, no portion of the work referred to in this thesis has
been submitted in support of an application for another degree, or qualification, to any other
university, or institute of learning. The following publications have been produced as direct or
indirect results of the research discussed in this thesis.
Journal Articles
Nazarian, A, Irani, Z, and Ali, M. (2013). The Relationship between National Culture and
Organisational Culture: the Case of Iranian Private Sector Organisations. Journal of Economics,
Business and Management, Vol. 1(1), pp. 11-16. (ISSN: 2301-3796)
Nazarian, A, and Atkinson, P. (2013). The Relationship between National Culture and
Organisational Effectiveness: the Case of Iranian Private Sector Organisations. International
Journal of Management and Marketing Academy, Vol. 1 (2), pp. 73-81 (ISSN: 2048-8807)
Nazarian, A. and Atkinson, P. (2013). How size affects organizational culture in a national
context. Cross Cultural Management: an International Journal, (Submitted, Under Second
Review)
Conference Papers
Nazarian, A, Irani, Z, and Ali, M. (2013). The relationship between NC and OC: the case of
Iranian private sector organisation, 2nd International Conference on Economics Business and
Marketing Management– CEBMM 2013 (Best Paper Award)
vi
Table of Contents
ABSTRACT ............................................................................................................................................ II
DEDICATION ....................................................................................................................................... IV
ACKNOWLEDGEMENT ...................................................................................................................... V
DECLARATIONS ................................................................................................................................. VI
TABLE OF CONTENTS .............................................................................................................................. VII
LIST OF TABLES ..................................................................................................................................... XIV
LIST OF FIGURES ................................................................................................................................... XVII
CHAPTER 1 ............................................................................................................................................... 1
INTRODUCTION AND BACKGROUND OF STUDY ....................................................................................... 1
1.1 Introduction............................................................................................................................ 1
1.2 Background of the Study ........................................................................................................ 3
1.2.1 Organisational Culture ................................................................................................................. 5
1.2.2 National Culture ........................................................................................................................... 7
1.2.3 Leadership Style ........................................................................................................................... 8
1.2.4 The Competing Values Framework .............................................................................................. 9
1.3 Statement of Problem .......................................................................................................... 10
1.4 Aim and Objectives of the Study .......................................................................................... 12
1.4.1 Aim ............................................................................................................................................. 12
1.4.2 Objectives ................................................................................................................................... 12
1.5 Significance of the Study ...................................................................................................... 13
1.6 Scope of the Study ............................................................................................................... 16
1.7 Theoretical Framework of the Research .............................................................................. 17
1.8 Organisation of the Dissertation .......................................................................................... 18
CHAPTER 2 ............................................................................................................................................. 20
LITERATURE REVIEW .............................................................................................................................. 20
2.1 Introduction.......................................................................................................................... 20
2.2 Definitions of Culture ........................................................................................................... 21
vii
2.3 Perceptions about National Culture............................................................................... 21
2.3.1 Different Approaches to National Culture ................................................................................. 22
2.3.2 National Culture: Studies on Iran ............................................................................................... 34
2.4 Organisational Culture ......................................................................................................... 40
2.4.1 Defining Organisational Culture ................................................................................................. 41
2.4.2 Organisational Culture and Organisational Climate................................................................... 43
2.4.3 Formation of Organisational Culture ......................................................................................... 45
2.4.4 Approaches to Organisational Culture ....................................................................................... 46
2.4.5 Typologies of Organisational Culture ......................................................................................... 50
2.4.6 Organisational Culture and Iranian Organisations ..................................................................... 55
2.5 Organisational Effectiveness ................................................................................................ 57
2.5.1 Definitions of Organisational Effectiveness ............................................................................... 58
2.5.2 Criteria of Organisational Effectiveness ..................................................................................... 59
2.5.3 Factors Contributing to Organisational Effectiveness ................................................................ 62
2.5.4 Models of Organisational Effectiveness ..................................................................................... 64
2.5.5 Measuring Organisational Effectiveness .................................................................................... 68
2.5.6 Impact of Organisational Culture on Effectiveness .................................................................... 75
2.5.7 Organizational Culture and Effectiveness Using the Competing Values Framework in the
Present Study ...................................................................................................................................... 77
2.6 Leadership Styles .................................................................................................................. 79
2.6.1 Importance of Leadership for Modern Organisations ............................................................... 80
2.6.2 Situational Theories.................................................................................................................... 81
2.6.3 Transactional - Transformational Theory ................................................................................... 83
2.6.4 Leadership Styles, Organisational Culture and Organisational Effectiveness ............................ 86
2.6.4 Leadership Styles in Iran............................................................................................................. 87
2.7 Theories of Organisation ...................................................................................................... 88
2.7.1 Classifying Process of Organisational Theories .......................................................................... 88
2.8 Gaps in the Existing Literatures ............................................................................................ 89
2.9 Conclusions........................................................................................................................... 93
CHAPTER THREE ..................................................................................................................................... 95
MODEL AND HYPOTHESES ..................................................................................................................... 95
viii
3.1 Introduction.......................................................................................................................... 95
3.2 Framework Build-Up ............................................................................................................ 95
3.3 Conceptual Framework ........................................................................................................ 96
3.4 Organisational Culture as an Independent Variable ............................................................ 98
3.4.1 Dominant Characteristics (Structure and Controls) ................................................................. 100
3.4.2 Organisational Leadership and Strategic Emphasis ................................................................. 101
3.4.3 Criteria of Success (Communication Style) .............................................................................. 103
3.4.4 Organisational Glue (Relationship) .......................................................................................... 103
3.4.5 Management of Employee (Motivation).................................................................................. 104
3.5 Organisational Effectiveness as a Dependent Variable...................................................... 105
3.6 Leadership Style as the Mediating Variable ....................................................................... 106
3.7 Relationship between Organisational Culture, Leadership Style, and Organisational Effectiveness
.................................................................................................................................................. 107
3.8 Relationship between Leadership Style and Organisational Effectiveness ....................... 110
3.9 Leadership style as a Mediator in the Relationship between Organisational Culture Type and
Organisational Effectiveness. ................................................................................................... 112
3.10 National Culture and Organisational Size as Moderators ................................................ 114
3.10.1 Relationship with People........................................................................................................ 114
3.10.2 Relation with Nature .............................................................................................................. 116
3.10.3 Relationship with Time........................................................................................................... 116
3.10.4 National Culture as a Moderator ........................................................................................... 116
3.11 Organisational Size as a Moderator ................................................................................. 118
3.12 Measurement Instrument ................................................................................................ 124
3.13 Conclusions ...................................................................................................................... 125
CHAPTER FOUR .....................................................................................................................................128
RESEARCH METHODOLOGY...................................................................................................................128
4.1 Introduction........................................................................................................................ 128

4.2 Understanding Epistemological and Ontological Considerations ...................................... 128
4.2.1 Selection of Positivist Research Approach ............................................................................... 131
4.2.2 Study Setting ............................................................................................................................ 133
4.2.3 Research Design ....................................................................................................................... 134
4.3 Research Methods and Concepts....................................................................................... 135
ix
4.4 Theory Building .................................................................................................................. 142
4.4.1 Sample Justification.................................................................................................................. 143
4.4.2 Questionnaire ........................................................................................................................... 147
4.4.3 Non-Response Bias ................................................................................................................... 148
4.4.4 Questionnaire Format .............................................................................................................. 149
4.4.5 Limitations of Quantitative Methods ....................................................................................... 152
4.4.6 Pre-Test and Pilot Study ........................................................................................................... 153
4.4.7 Pilot Study Outcome ................................................................................................................ 156
4.5 The Main Study .................................................................................................................. 157
4.5.1 Statistical Techniques ............................................................................................................... 159
4.5.2 Test of Reliability ...................................................................................................................... 161
4.5.3 Test of Validity .......................................................................................................................... 162
4.5.4 Hypotheses Testing .................................................................................................................. 164
4.5.5 Methods of Analysis ................................................................................................................. 165
4.5.6 Ethical Consideration ............................................................................................................... 166
4.5 Conclusions......................................................................................................................... 167
CHAPTER FIVE .......................................................................................................................................169
DATA ANALYSIS ....................................................................................................................................169
5.1 Introduction ................................................................................................................. 169

5.2 Preliminary Examination of Data ....................................................................................... 169
5.2.1 Data Cleaning and Screening.................................................................................................... 169
5.2.2 Missing Data ............................................................................................................................. 169
5.2.3 Outliers ..................................................................................................................................... 170
5.2.4 Multicollinearity Testing........................................................................................................... 171
5.2.5 Linearity Testing ....................................................................................................................... 172
5.2.6 Testing the Normality Assumption........................................................................................... 173
5.2.7 Homoscedasticity ..................................................................................................................... 175
5.2.8 Common Method Bias.............................................................................................................. 176
5.3 Demographic Characteristics and Relationships ................................................................ 180
5.4 Exploratory Analysis ........................................................................................................... 183
5.4.1 Item Analysis ............................................................................................................................ 183
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5.5 Reliability and Validity ........................................................................................................ 186
5.6 Factor Loading and Data Analysis ...................................................................................... 188
5.6.1 Exploratory Factor Analysis ...................................................................................................... 189
5.6.2 Exploratory Factor Analysis of National Culture ...................................................................... 202
5.7 Multiple Regression Analysis.............................................................................................. 206
5.7.1 Regression Analysis I: Explaining the Relationship between Organisational Culture and
Leadership Styles ............................................................................................................................... 206
5.7.2 Regression Analysis II: Explaining the Relationship between Leadership Styles and
Organisational Effectiveness ............................................................................................................. 209
5.8 Mediation Effects of Leadership Style on the Culture-Effectiveness Relationship ............ 211
5.8.1 Leadership Style Will Mediate the Effect of OC on OE............................................................. 212
5.8.2 Leadership Style Will Mediate the Effect of Clan Culture on OE ............................................. 219
5.8.3 Leadership Style Will Mediate the Effect of Adhocracy Culture on OE ................................... 225
5.8.4 Leadership Style Will Mediate the Effect of Market Culture on OE......................................... 227
5.8.5 Leadership Style Will Mediate the Effect of Hierarchy Culture on OE .................................... 233
5.9 Moderation Effect .............................................................................................................. 239
5.9.1 Moderation Effect of National Culture (UA, PD, MS and IDV) on the Relationship between
Organisational Culture and Leadership Style .................................................................................... 239
5.9.2 Moderation Effect of Organisational Size on the Relationship between Organisational Culture
and Leadership Style. ........................................................................................................................ 242
5.9.2 Moderation Effect Organisational Size on the Relationship between Leadership style and
5.10 Conclusions ...................................................................................................................... 245
CHAPTER SIX .........................................................................................................................................247
DISCUSSION ..........................................................................................................................................247
6.1 Introduction........................................................................................................................ 247

6.2 Context of Study ................................................................................................................. 247
6.2 Economic Background before the 1979 Revolution........................................................... 249
6.3 The Iranian Economy after the Islamic Revolution of 1979 ............................................... 250
6.4 Discussion of Findings ........................................................................................................ 253
6.4.1 Population, Sample and Method of Analysis ........................................................................... 257
6.4.2 Summary of Results.................................................................................................................. 258
xi
6.4.3 Organisational Culture and Leadership Style ........................................................................... 262
6.4.4 Leadership Style and Organisational Effectiveness .................................................................. 263
6.4.5 Meditating Impact of Leadership Style on Culture-Effectiveness Relationship ....................... 265
6.4.6 Moderating Impact of National Culture on Organisational Culture and Leadership Style
Relationship ....................................................................................................................................... 267
6.4.7 Moderating Impact of Organisational Size on the Organisational Culture and Leadership Style
Relationship ....................................................................................................................................... 271
6.4.8 Moderating Impact of Organisational Size on the Relationship of Leadership Style and
6.5 Culture-Effectiveness Model .............................................................................................. 277
6.6 Conclusions......................................................................................................................... 280
CHAPTER SEVEN ....................................................................................................................................282
CONCLUSIONS, CONTRIBUTIONS AND LIMITATIONS.............................................................................282
7.1 Introduction........................................................................................................................ 282

7.2 Implications and Contributions .......................................................................................... 283
7.2.1 Theoretical Implication and Contribution ................................................................................ 283
7.2.2 Managerial and Practical Implications ..................................................................................... 285
7.2.3 Methodological Contribution ................................................................................................... 287
7.3 Limitations .......................................................................................................................... 288
7.4 Future Research ................................................................................................................. 289
7.5 Statement of the Research Novelty ................................................................................... 290
Bibliography ............................................................................................................................. 292
APPENDIX A ..........................................................................................................................................349
APPENDIX B ..........................................................................................................................................358
Partial Correlation .................................................................................................................... 358

Regression model of the whole model .................................................................................... 359
APPENDIX C ..........................................................................................................................................363
Charts ....................................................................................................................................... 363

Partial Regression Plots ............................................................................................................ 365
Curve Fit ................................................................................................................................... 366
APPENDIX D ..........................................................................................................................................376
xii
APPENDIX E ..........................................................................................................................................379
APPENDIX F...........................................................................................................................................380
xiii
List of Tables
TABLE 2.1: PERCEPTION OF CULTURE....................................................................................... 22
TABLE 2.2: COMPONENTS OF HALL THEORY ........................................................................... 25
TABLE 2.3: STUDIES OF NATIONAL CULTURE ON IRAN .......................................................... 35
TABLE 2.4: HOFSTEDE NATIONAL DIMENSIONS RESULTS: .................................................... 37
TABLE 2.5: GLOBE DIMENSIONS .............................................................................................. 39
TABLE 2.6: DEFINITIONS OF ORGANIZATIONAL CULTURE...................................................... 41
TABLE 2.7: ORGANISATIONAL CULTURE PERSPECTIVES: ...................................................... 47
TABLE 2.8: CULTURE AS A VARIABLE VERSUS CULTURE AS A METAPHOR: ....................... 48
TABLE 2.10: ORGANISATIONAL CULTURE STUDIES IN IRAN.................................................. 56
TABLE 2.11: ORGANISATIONAL EFFECTIVENESS MODELS .................................................... 59
TABLE 2.12: FREQUENCY OF OCCURRENCE OF EFFECTIVENESS CRITERIA ......................... 61
TABLE 2.13: CAMPBELL’S EFFECTIVENESS CRITERIA ............................................................ 62
TABLE 2.14: FACTORS CONTRIBUTING TO ORGANISATIONAL EFFECTIVENESS ................. 64
TABLE 2.15: STAKEHOLDER’S EFFECTIVENESS CRITERIA ..................................................... 73
TABLE 2.15: THEORIES OF ORGANISATIONS (ADAPTED FROM SHAFRITZ ET AL., 2011) ... 92
TABLE 3.1: KEY DIMENSIONS OF NATIONAL CULTURE ....................................................... 115
TABLE 3.2: RESEARCH HYPOTHESES....................................................................................... 121
TABLE 4.1: NUMBER OF QUESTIONNAIRES SENT AND RETURNED ..................................... 140
TABLE 4.2: NUMBER OF COMPANIES BY CITY ....................................................................... 145
TABLE 4.3: SURVEY QUESTIONNAIRE ITEMS RELATIONS WITH THE HYPOTHESES AND
VARIABLE… ............................................................................................................................... 145
TABLE 4.4: NUMBER OF QUESTIONS SENT AND RECEIVED FOR THE PILOT STUDY ......... 154
TABLE 4.5: PILOT STUDY QUESTIONNAIRE INTERNAL RELIABILITY ................................. 155
TABLE 4.6: NUMBER OF ORGANISATIONS IN THE STUDY..................................................... 157
TABLE 4.7: NUMBER OF ORGANISATIONS, QUESTIONNAIRES AND RESPONDENTS .......... 159
TABLE 4.8: MAIN STUDY QUESTIONNAIRE INTERNAL RELIABILITY .................................. 162
4.9: DATA ANALYSIS TECHNIQUES ......................................................................................... 166
TABLE 5.1: UNIVARIATE AND MULTIVARIATE OUTLIERS RESULTS................................... 171
TABLE 5.2: MULTI-COLLINEARITY TEST ................................................................................ 172
TABLE- 5.3: PEARSON’S CORRELATION .................................................................................. 173
TABLE 5.4: K-S AND S-W TEST................................................................................................ 174
TABLE 5.5: SKEWNESS AND KURTOSIS VALUES.................................................................... 175
TABLE 5.6: TEST OF HOMOGENEITY OF VARIANCES (LEVENE‘S TEST) ............................ 176
TABLE 5.7: HARMAN’S SINGLE FACTOR TEST: NATIONAL CULTURE ................................ 177
TABLE 5.8: HARMAN’S SINGLE FACTOR TEST: ORGANISATIONAL CULTURE .................. 178
TABLE 5.9: HARMAN’S SINGLE FACTOR TEST: LEADERSHIP STYLE .................................. 178
TABLE 5.10: HARMAN’S SINGLE FACTOR TEST: ORGANISATIONAL EFFECTIVENESS ..... 179
TABLE 5.11: ORGANISATIONS STATISTICS ............................................................................. 180
TABLE 5.12: FREQUENCY OF DISTRIBUTION OF QUESTIONNAIRE BASED ON SIZE OF
ORGANISATIONS ......................................................................................................................... 181
TABLE 5.13: GENDER ................................................................................................................. 181
TABLE 5.14: AGE ........................................................................................................................ 181
xiv
TABLE 5.15: EDUCATION........................................................................................................... 182
TABLE 5.16: POSITION ............................................................................................................... 182
TABLE 5.17: ITEM ANALYSIS .................................................................................................... 183
TABLE 5.18: CRONBACH’S APHA COEFFICIENTS OF CONSTRUCTS..................................... 187
TABLE 5.19: ........................................................................................................ COMMUNALITIES190
TABLE 5.20: TOTAL VARIANCE EXPLAINED .......................................................................... 193
TABLE 5.21: FACTOR LOADINGS .............................................................................................. 195
TABLE 5.22: KMO AND BARTLETT'S TEST ............................................................................. 198
TABLE 5.23: FACTOR LOADING AND CRONBACH’S ALPHA OF ORGANISATIONAL CULTURE ITEMS
............................................................................................................................................ ……..199
TABLE 5.24: FACTOR LOADING AND CRONBACH’S ALPHA OF ORGANISATIONAL EFFECTIVENESS
ITEMS ........................................................................................................................................... 200
TABLE 5.24: FACTOR LOADING AND CRONBACH’S ALPHA OF LEADERSHIP STYLES ITEMS201
TABLE 5.25: KMO AND BARTLETT'S TEST ............................................................................. 203
TABLE 5.26: TOTAL VARIANCE EXPLAINED .......................................................................... 203
TABLE 5.27: FACTOR LOADINGS OF NATIONAL CULTURE DIMENSIONS ........................... 204
TABLE 5.28: MODEL SUMMARY ............................................................................................... 206
TABLE 5.29: ANOVA ................................................................................................................ 207
TABLE 5.30: COEFFICIENTS....................................................................................................... 208
TABLE 5.31: HYPOTHESIS ASSESSMENT ................................................................................. 208
TABLE 5.32: MODEL SUMMARY ............................................................................................... 209
TABLE 5.33: ANOVA ................................................................................................................ 210
TABLE 5.34: COEFFICIENTS....................................................................................................... 210
TABLE 5.35: HYPOTHESIS 5 ASSESSMENT .............................................................................. 211
TABLE 5.36: MODEL SUMMERY ............................................................................................... 212
TABLE 5.37: ANOVA ................................................................................................................ 213
TABLE 5.38: COEFFICIENT ........................................................................................................ 213
TABLE 5.40: ANOVA ................................................................................................................ 215
TABLE 5.43: ANOVA ................................................................................................................ 216
TABLE 5.46: ANOVA ................................................................................................................ 218
TABLE 5.49: ANOVA ................................................................................................................ 219
TABLE 5.52: ANOVA ................................................................................................................ 222
TABLE 5.55: ANOVA ................................................................................................................ 223
xv
TABLE 5.58: ANOVA ................................................................................................................ 225
TABLE 5.61: ANOVA ................................................................................................................ 226
TABLE 5.64: ANOVA ................................................................................................................ 228
TABLE 5.67: ANOVA ................................................................................................................ 229
TABLE 5.70: ANOVA ................................................................................................................ 230
TABLE 5.73: ANOVA ................................................................................................................ 232
TABLE 5.76: ANOVA ................................................................................................................ 234
TABLE 5.79: ANOVA ................................................................................................................ 235
TABLE 5.82: ANOVA ................................................................................................................ 236
TABLE 5.85: ANOVA ................................................................................................................ 238
TABLE 5.87: NATIONAL CULTURE DIMENSIONS MEAN AND RELIABILITY ....................... 240
TABLE 5.88: NATIONAL CULTURE AS MODERATORS ........................................................... 241
TABLE 5.89: SIZE AS A MODERATOR ....................................................................................... 244
TABLE 5.90: MODEL SUMMERY AND ANOVA ...................................................................... 244
TABLE 6.1: RESEARCH HYPOTHESES ASSESSMENT .............................................................. 256
TABLE 6.2: NATIONAL CULTURE DIMENSIONS’ SCORE ....................................................... 268
xvi
List of Figures
FIGURE 2.1: THEORIES OF NATIONAL CULTURE ...................................................................... 23
FIGURE 2.2: THREE LAYERS OF CULTURE ................................................................................ 30
FIGURE 2.3: COMPETING VALUES FRAMEWORK ..................................................................... 54
FIGURE 2.4: THE COMPETING VALUES FRAMEWORK: ............................................................ 55
FIGURE: 2.5: COMPETING VALUES FRAMEWORK .................................................................... 68
FIGURE 2.6: MEASURE OF ORGANISATIONAL EFFECTIVENESS BY USING CONTINGENCY
APPROACHES ................................................................................................................................. 69
FIGURE 3.1: CONCEPTUAL FRAMEWORK PROPOSED ............................................................... 98
FIGURE 3.2: DIMENSIONS OF ORGANISATIONAL CULTURE.................................................... 99
FIGURE 3.3: LEADERSHIP ALTERNATIVE ................................................................................ 102
FIGURE 3.4: THE RELATIONSHIP BETWEEN ORGANISATIONAL CULTURE AND LEADERSHIP STYLE
.......................................................................................................................................... ………109
FIGURE 3.5: THE RELATIONSHIP BETWEEN ORGANISATIONAL CULTURE TYPE AND
ORGANISATIONAL EFFECTIVENESS ......................................................................................... 110
FIGURE 3.6: THE RELATIONSHIP BETWEEN LEADERSHIP STYLE AND ORGANISATIONAL
EFFECTIVENESS .......................................................................................................................... 111
FIGURE 3.7: THE RELATIONSHIP BETWEEN ORGANISATIONAL CULTURE, LEADERSHIP STYLE,
AND ORGANISATIONAL EFFECTIVENESS................................................................................. 113
FIGURE 3.8: THE CONCEPTUAL MODEL OF THE RELATIONSHIP BETWEEN OC, LS AND OE123
FIGURE4.1: EPISTEMOLOGICAL ASSUMPTIONS FOR QUALITATIVE AND QUANTITATIVE RESEARCH
............................................................................................................................................. …….129
FIGURE4.2: RESEARCH DESIGN ............................................................................................... 136
FIGURE 5.1: SCREE PLOT OF EIGENVALUES ........................................................................... 194
FIGURE 5. 2: SCREE PLOT (CULTURAL DIMENSIONS) ........................................................... 204
FIGURE 5.3: RELATIONSHIP BETWEEN ORGANISATIONAL CULTURE AND LEADERSHIP STYLE
...................................................................................................................................................... 209
FIGURE 5.4: RELATIONSHIP BETWEEN LEADERSHIP STYLE AND ORGANISATIONAL
EFFECTIVENESS .......................................................................................................................... 211
FIGURE 6.1: THE FULL MODEL OF THE CULTURE-EFFECTIVENESS RELATIONSHIP ............ 278
xvii
CHAPTER 1
Introduction and Background of Study

1.1 Introduction
This chapter provides a broad overview of this study including the scope of the study and
presents those concepts and definitions, which have been used. This research investigates the
factors that affect organisational culture implementation such as national culture and
organisational size and how organisational culture and leadership style affect organisational
effectiveness in private sector organisations in Iran. In the first part of this chapter, a brief
description of the background of this study is provided. There is then a statement of the research
questions and research problems. In the following section, the researcher explains the objectives
of this study followed by the significance and scope of this study. This chapter also explains the
methodology as well as the contribution of the study and finally the last section presents the
organisation of the thesis.
Private sector organisations are those that are owned and controlled by private individuals, not
by the government and usually exist to make a profit for their shareholders. These organisations
are the most significant roots of success of any economy and especially so in developing
countries such as Iran. The strategic importance of private sector organisations has been
discussed in other studies in different academic disciplines including economics, social science
and business and management. Private sector organisations can help to improve a country’s
competiveness and economic expansion.
During the Islamic Revolution in 1979, the pro-West King, Shah Mohammad Reza Pahlavi, was
overthrown and replaced by a fundamentalist Islamic republic under the leadership of Ayatollah
Khomeini. This changed the nature of the Iranian economy dramatically. According to the
Constitution of the Islamic Republic of Iran, the three main players in Iran’s economy are the
Public, Co-operative and Private Sectors. After the Islamic Revolution in 1979, almost all
organisations, including all major and generative industries such as foreign trade, mining,
banking, insurance, power generation, major water distribution networks, radio and television,
1
telecommunications, airlines, shipping lines and railways were nationalised (i.e. transferred to
the Public Sector). The Private Sector, on the other hand, includes industries such as agriculture,
animal husbandry, industry and commerce.
Iranian organisations in the post-war era have slowly come to understand the rationale for
investing in organisational research, including studies looking at organisational culture and
organisational effectiveness. Given the nature of previous failures and restrictions, this shift can
be attributed to globalisation and competitive pressures both internally and externally. The
Private Sector has been quicker to respond to the need for organisational learning than the Public
Sector.
Noting the lack of research in the area of organisational culture, organisational effectiveness, and
leadership style, in more recent studies scholars have investigated the relationship between these
constructs (Denison and Mishra, 1995; Xenikou and Simosi, 2006; Cameron and Quinn, 2011).
They all emphasise the importance of organisational culture and leadership style on
organisational effectiveness. The majority of studies that investigate the impact of organisational
culture and leadership style on organisational effectiveness tend to study the direct relationship
between either organisational culture or leadership style and organisational effectiveness or, in a
few cases, take organisational culture as a mediator in the relationship between leadership style
and organisational effectiveness (Ogbonna and Harris, 2000; Xenikou and Simosi, 2006; Tojari,
et al., 2011).
On the other hand, some other scholars such as Steyrer, et al. (2008) although finding support for
the mediating impact of organisational culture on the leadership style and effectiveness
relationship, they also concluded that the relationship between organisational culture and
organisational effectiveness also can be positively influenced by leadership style. Therefore,
Hartnell, et al. (2011), Gregory et al. (2009) and Zheng, et al. (2010) found that while there is
literature on the direct relationship between organisational culture and organisational
effectiveness (Denison, 1990; Denison, et al., 2004; Cameron and Quinn, 2011), there is a lack
of studies of the mediators and moderators that link organisational culture and organisational
effectiveness. Furthermore, there is an absence of a comprehensive framework, which clearly
shows the relationships between those factors.
2
In summary, this research is going to be an investigation of the relationship between
organisational culture and organisational effectiveness. The aim is to investigate the mediating
impact of leadership style and the moderating impact of national culture and organisational size
on the culture-effectiveness relationship. This research is an opportunity to make an original
contribution to knowledge of the effects that leadership style, national culture, organisational
culture and organisation size can have on the overall effectiveness of any organisation in the
private sector.
1.2 Background of the Study

There is a general sense of agreement among scholars that “efficiency” refers to input output
ratios, whereas effectiveness refers to organisational goal attainment (Pennings and Goodman,
1977; Denison, 1990). Organisational effectiveness has also been defined as the ability to create
high performance and growth by increasing sales and manpower to generate higher profit
margins.
Organisational effectiveness or, in other words, being effective has always been researchers’
main concern and interest over a long period of time. Researchers in organisational studies have
defined organisational effectiveness in different ways such as: in terms of generating a higher
profit margin; in terms of output (Etzioni, 1964; Cummings and Worley, 2005); in terms of
resource acquisition and organisation performance (Yutchman and Seashore, 1967;
Kontoghiorghes, et al., 2005; Lee and Brower, 2006); in terms of productivity, flexibility
(Georgopoulous and Tannebaum, 1957; Cummings and Worley, 2005; Sayareh 2007 ) or in
terms of customer satisfaction and loyalty (Chang and Huang, 2010). According to scholars such
as Taylor (1911), Fayol (1916), and Mayo (1949) effectiveness is the extent to which an
organisation maximises production, minimises costs and achieves technological excellence
through clear authority and discipline. In other words, effectiveness is the extent to which
organisation achieves goals such as production maximisation, cost minimisation, technological
excellence with having clear authority and discipline. Penning and Goodman (cited in Steers,
1977) argue that organisations are effective if they satisfy their constituencies. In this thesis, it
has been decided to define efficiency as a measure of speed and cost, whereas effectiveness is a
measure of overall organisational goal attainment, employees’ satisfaction and quality.
3
Organisational effectiveness models, which can be deduced from the definitions mentioned
above, are limitless. The majority of the modern effectiveness models used by organisations
measure effectiveness in terms of several criteria such as productivity, flexibility and stability
since organisations in 21st century are more sophisticated and normally have multiple objectives.
It is worth mentioning that a single criterion as a measure of organisational effectiveness such as
profitability is still widely used in many organisations. Steers (1977) by looking at similar
models of effectiveness introduced by researchers since 1957 to 1975 and grouping them
together, summarised seventeen models or criteria of effectiveness. These seventeen models or
criteria are, in fact, very close to the thirty criteria described by Campbell (1977). Similar to
Campbell’s findings, Steer’s seventeen criteria also became the foundation for further
development by other theorists such as Cameron and Quinn.
Scholars such as Cameron and Quinn (2011) and Robbins (1990) argue that in order to
understand organisational effectiveness better, researchers need to have a good understanding of
multiple models. Robbins (1990) categorised effectiveness approaches into four types:
 Some models that are based on how well organisations’ goals and objectives can be
achieved (Herman and Renz, 1997, 2004; Baruch and Ramalho, 2006 )
 Some others are based on measuring inputs and outputs (system approach) according to
external and internal environments (Cummings and Worley, 2005)
 The strategic constituencies approach is based on how well organisations’ constituents
are satisfied (Papadimitriou and Taylor, 2000; Papadimitriou, 2007)
 The Competing Value Framework approach which is the most comprehensive is based on
three factors: flexibility-stability; internal-external and ends and means (Quinn and
Rohrbaugh, 1983; Cameron and Quinn, 2011)
Each of these models has its own problems such as the goal attainment approach has a goal
multiplicity problem or the system approach has a measuring validity and reliability problem not
to mention that this approach concentrates on effectiveness itself rather than on organisational
effectiveness (Robinns, 1990). The strategic-constituencies approach according to Robinns
(1990) has two major problems: firstly, to separate strategic constituencies from the environment
and secondly, it is difficult to understand what to expect from organisations’ strategic
constituencies.
4
The ultimate goal of researchers in organisational studies is to improve organisational
effectiveness. However, measuring organisational effectiveness is a difficult task, since
organisations differ in size, are diverse, and perform a variety of activities at the same time.
Therefore, in recent years researchers have preferred to use contingency and multiple approaches
rather than a single approach to increase validity and accuracy. The Competing Values
Framework is the best example of this type of model and has been used by many researchers in a
variety of organisational research areas such as organisational culture and leadership style.
It may be predicted that organisational structure is the main factor that influences organisational
effectiveness. But, since organisational structure is itself influenced by other factors such as
culture (national, organisational, occupational and individual), it could be argued that
organisational culture can also have a huge impact on organisational effectiveness (Dension,
1990; Denison and Mishra, 1995; Cameron, et al., 2006). According to Schein (2010), changing
the structure of an organisation without adjusting its culture would not lead to successful change.
Furthermore, he defined organisational culture as shared values, belief and basic assumptions
among employees of any organisation.
For the purpose of this research, it was originally hoped to explore organisational effectiveness
from two angles: financial and non-financial. Financial data would have been a good indicator of
organisational effectiveness for private organisations whose prime goal is profit maximisation.
However, for reasons explained elsewhere in this thesis, this proved impossible. The non-
financial approach, which is used in this thesis, is based on the CVF.
In order to investigate organisational effectiveness, varieties of questions from technical, non-

technical and moral perspectives were prepared. Questions about the attitude of the organisation
towards change, management control, decision making, clarity of mission statement,
communication, trust, and being part of the organisation have been asked to measure
effectiveness as well as the consistency of respondents’ answers.
1.2.1 Organisational Culture
As Schein argues (2010), when considering organisational change, the cultural aspect of change
is probably the most difficult to gauge. Researchers in organisational studies all agree that
culture is a very difficult word to define. For example, the culture of a large, for-profit
5
organisation in the Private Sector is quite different from that of a hospital in the Public Sector.
Furthermore, he also adds that some level of an organisation’s culture (he calls it the outer layer)
is able to be understood through its physical appearance such as its buildings, offices, shops, and
even the arrangement of its furniture and the people involved in the organisation while other
levels are not easily understood from outside as there are beliefs so deeply embedded in a culture
that members are not consciously aware of them. Seeking knowledge through these means is
similar to getting a ‘feeling’ about someone’s personality (Peters and Waterman, 1982; Hofstede,
1990, 2001, 2007b, Fang, 2010).
Organisational culture is considered by many scholars to be the glue that keeps the organisation
united and gives employees a sense of belonging and commitment (Hofstede et al, 1990; Martin,
et al., 2006; Hofstded, et al., 2010; Alvesson, 2012). In another word, according to Hickson and
Pugh (1995, p.90) culture ‘shapes everything’. Schein (2010), Marin (2004) and Trompenaars
and Hampden-Turner (1997), argue that organisational culture is basically a pattern of shared
values, assumptions and beliefs that has been developed by a group of people who work in the
same organisation. Organisational culture has also been defined as the organisation and
employees’ identity, sense of commitment, initiative, and method of communication and basis
for stability (Lok and Crawford, 2004; Mathew and Ogbonna, 2009).
Scholars like Smircich (1983), Cameron and Ettington (1988) and Cameron and Quinn (2011)
argue that those who investigate organisational culture can be divided into two groups:
anthropologists versus sociologists. Anthropologists look at organisational culture as something
that organisations are, whereas sociologists look at organisation culture as something that
organisations have. The fundamental distinction between these two roots, as Smircich (1983) and
Cameron and Quinn (2011) argue, is that one defines culture as a metaphor (anthropology) and
the other defines culture as an attribute or variable (sociology). Within both of these groups, two
main approaches have been developed: functionalist versus semiotic (see chapter 3).
Martin and Meyerson (1987) and Matin (2002, 2004) are among those that assume that
organisations are cultures and introduced three main organisational culture paradigms:
 Paradigm 1 – Integration (emphasises homogeneity)

 Paradigm 2 – Differentiation (emphasises differentiation and diversity)
6
 Paradigm 3 – Fragmentation (emphasises loosely structured and incompletely shared
systems).
They argue that paradigms sometimes work as ‘blinkers’ for researchers and scholars, i.e. if
cultural change is viewed through only one paradigmatic perspective, it is likely that other
sources of cultural change may not be considered.
Gordon and Ditomaso (1992) along with Legge (1995, 2001) and Cameron and Quinn (2011),
argue that a strong culture in an organisation is an important factor for achieving short-term
success. Many scholars, such as Weiss (1998), Brown (1998), and Cameron and Quinn (2011)
describe organisational cultures as typologies. Some of those typologies, such as the Harrison
typology, the Deal and Kennedy typology, and the Hofstede model will be explained in chapter
three.
1.2.2 National Culture
Hofstede (1980, p. 25) defines national culture as “the collective programming of the mind
which distinguishes the members of one human group from another”. According to the Global
Leadership and Organizational Effectiveness (GLOBE) project, Iran, alongside India, Indonesia,
Malaysia, Philippines, and Thailand is located in the Southern Asia cluster. This group has been
identified as having a high level of power distance and group and family collectivism. According
to their research, countries in this cluster look for much stronger future and performance
orientation. In addition, this cluster values charisma, team orientation, and humane leadership.
On the other hand, from Hofstede’s results, Iran’s national culture was found to be highly
‘collectivistic’. This could lead us to the conclusion that Iranians cooperate well in a team. Tayeb
(1979), on the other hand, who looks at the issue from an Iranian point of view, argues that team
co-operation and group work do not fit well with Iranian culture. Rather, Iranian culture would
be much better described as ‘individualistic’. Also, according to Hofstede’s findings, Iran scored
highly in terms of power distance, indicating that its society has a highly unequal distribution of
power. This can be traced back to the structure of the Iranian family, and particularly, ethnic
minority families, where the father traditionally had ultimate power as the family leader.
However, according to Thiebaut (2008), this has diminished as a result of mothers’ new
relationship with their children.
7
Furthermore, according to Hofstede, Iran ranked as a country with a high level of collectivism
and power distance. However, the new generation, as Thiebaut (2008) argues, has become more
individualistic, more resistant to totalitarianism and more in favour of modernity, demanding
cultural, social and political change. The best example of this is the presidential election in 1997
and the surprising victory of Khatami over his conservative rival, and also the last presidential
election in 2009 where the re-election of president Ahmadinezhad gave rise to opposition and
sparked the creation of the ‘Green’, anti-government movement in Iran.
Ali and Amirshahi (2002) argue that Iran has suffered greatly from the centralization of power
and authority at the top. They explain that this centralisation has led to inefficiency in public
institutions and lack of motivation, absence of participation, and centralization of management
practices in the Private Sector. In addition, according to Ali and Amirshahi (2002) and Javidan
and Dastmalchian (2003), Iranian and Arab management share many characteristics, such as
being very formalistic, placing great emphasis on control and obedience, and making minimal
plans for the future. Leadership in Middle Eastern countries tends to be authoritarian, with
paternalistic handling of decision-making and little consultation with subordinates (Attiya,
1992). This study takes national culture as a moderator and investigates the impact of national
culture on culture-effectiveness relationship.
1.2.3 Leadership Style
Leadership always plays a significant role in the growth and development of any organization
(Ahn, et al., 2004). The main reason behind this is that the leaders and managers of the firm
usually take all the initiatives and business decisions and effective and timely decisions taken by
the leadership of the organization can have a broad impact on the ultimate business results
(Avolio, et al., 2003). Furthermore, according to Schein (2010) both leadership of the firm and
organisational culture are two sides of the same coin; neither can be understood on its own. He
further argues that the only thing of real importance that leaders of any firms do is to create and
manage culture (Schein, 2010).
On the other hand, other scholars such as Steyrer et al. (2008), Avolio and Bass (2004) argue that
organisational culture also impacts organisational leadership and leadership style. Schimmoeller,
(2010) among others argues that the survival of an organisation depends on the responsiveness
8
and adaptability of its leaders in selecting a leadership style by understanding the situation and
members’ emotion which is influenced by organisational culture (Block, 2003; Avolio and Bass,
2004; Schimmoeller, 2010; Acar, 2012). Therefore, it is very important to understand which
leadership style is suited to which organisational culture type to improve organisational
effectiveness. Therefore, there is no doubt that leaders of the firms are responsible for creating a
workplace culture, which could result in improved employee satisfaction and organizational
performance (Schein, 2010). However, the organisations’ leaders are required to consider the
important factors including employees’ situation, beliefs, values and assumptions, which are
influenced by organizational culture, before any particular style of leadership is selected
(Alvesson, 2010, 2012).
Studies on organisational leadership style in Iran are very limited (Aslankhani, 1999). Generally
speaking, Iranian employees prefer organisational leaders who can inspire and guide them and
also provide support for subordinates like a father (Javidan and Dastmalchain, 2003; Tojari, et
al., 2011). This is close to the transformational style of leadership, which also shows why
employees in Iran tend to prefer the transformational leadership style. According to Merhrabani
and Mohamad (2011) autocratic leadership style is preferable in the public sector while the
transformational leadership style shows a positive influence on organizational effectiveness in
private sector organisations (Tojari, et al., 2011). This study investigates the mediating impact of
leadership style on the culture-effectiveness relationship (Gregory, et al., 2009; Zheng, et al.,
2010; Hartnell, et al., 2011).
1.2.4 The Competing Values Framework
Quinn and Rohrbaugh (1983) developed this framework through which to understand
organisational effectiveness by using Campbell’s (1977) study on effectiveness criteria. The
Competing Values Framework (CVF) has been widely used by scholars around the world in a
range of studies (Cameron and Freeman, 1991; Howard, 1998; Al-Khalifa and Aspinwall, 2001),
such as the study of organisational culture (Cameron et al., 2006; Kokt and Merwe, 2009,a,b),
the study of organisational effectiveness (Quinn and Kimberly, 1984; Øgaardand Marnburg,
2005; Gregory, et al., 2009) or research on leadership style and effectiveness in for profit and
non-profit organisations (Dastmalchian, et al., 2000; Duygulu and Özeren, 2009; Marandi and
Abdi, 2011; Acar, 2012)
9
The CVF gained its popularity and validity among organisational studies scholars through
addressing three main issues in organisational culture studies: how to describe organisational
culture, how to identify dimensions of organisational culture by looking at similarities and
differences across cultures, and how to measure organisational culture (Cameron, et al., 2006). It
has been acclaimed as one of the forty most important models in the history of business and has
been used in more than one thousand organisations to predict organisational culture (Cameron, et
al., 2006; Cameron and Quinn, 2011). The Organisational Culture Assessment Instrument
(OCAI) is a tool to measure organisational culture developed by Cameron and Quinn (1985,
2011). Following the study by Quinn and McGrath (1985) on organisational culture, they
developed the OCAI based on the CVF, in order to produce an overall profile of an
organisation’s culture.
1.3 Statement of Problem

All managers are aware of organisational culture and its impact on organisational effectiveness.
In addition, there are large numbers of studies that investigate the relationship between
organisational culture and organisational effectiveness, the impact of national culture on
organisational culture and the relationship between organisational culture and organisational
effectiveness or the relationship between organisational culture, leadership style and
organisational effectiveness. However, there is a general lack of studies on the mediators and
moderators that link organisational culture with organisational effectiveness (Gregory, et al.,
2009; Zheng, et al., 2010; Hartnell, et al., 2011). Thus, a considerable bulk of organisational
effectiveness studies focus only on the direct impact of organisational culture on organisational
effectiveness (House, et al., 200l; Trivllas and Dargenidou, 2009; Tojari, et al., 2011) while
scholars pay no attention to the fact that there are other factors such as leadership style, national
culture or organisation size that also have a big influence on this relationship. This failure to
address the influences of other factors such as those mentioned as moderators or mediators limits
the potential value of the current literature. Although some recent literature has emerged to
address this gap in knowledge, (Gray, et al., 2003; Marković, 2012; Minkov and Hofstede, 2012)
further information is required to close the gap in the literature (Gregory, et al., 2009; Zheng, et
al., 2010; Hartnell, et al., 2011).
10
In management, there is a consensus that the contingency and multiple approaches to
organisational effectiveness is the most appropriate (Denison, 1994; Denison and Mishra, 1995;
Fey and Denison, 2003; Denison, et al., 2004). Organisational effectiveness should be developed
with the values and national culture of all employees at different levels (Hofstede et al., 2010;
Marković, 2012), organisational culture (Denison, et al., 2004; Cameron, et al., 2006), leadership
style (Keller, 2006; Haakonsson, et al., 2008; Timothy, et al., 2011) and organisation size (Gray,
et al., 2003). In fact, the most widely dispersed management theories and techniques are based
on western ideologies and values systems and their uncritical transfer to developing countries has
in many ways contributed to organisational inefficiency and ineffectiveness’ (Punnett, 2009;
Leung, et al., 2005). The challenge of this study is to reveal the role of national culture,
leadership style and organisation size in shaping the management strategy of indigenous
organisation leaders in mostly developing countries and helping them to achieve higher
organisational effectiveness (Dastmalchian and Javidan, 2003; Baruch and Ramalho, 2006;
Yeganeh, and Su, 2007; Tojari, et al., 2011).
Therefore, the objective of this study, as well as the underlying goal of most researchers in
organisational theory, is to analyse, and propose ways to improve, organisational effectiveness as
well as provide a model that includes all these factors and shows the relationship between them.
Therefore, for the purposes of this study and based on the nature of the problem mentioned
above some general questions emerged: whether organisational culture has any impact on
organisational effectiveness; whether leadership style plays any role in the culture-effectiveness
relationship; whether the size of organisations can influence organisational culture
implementation and change and whether the national culture has an impact on the relationship
between organisational culture, leadership style and organisational effectiveness These questions
need to be addressed.
The above questions were chosen to become the indirect research problems. Therefore, in
general these research problems would like to address this question:
Due to significant changes since the Islamic revolution, what categorisation of organisational
culture can explain the variance in effectiveness of different size organisations in the private
sector and, moreover, how can managers influence the culture-effectiveness relationship through
their leadership style?
11
And the research questions derived from the research problem as follows:
Research question 1:
Does organisational culture affect organisational effectiveness in private sector organisations?
Is there any relationship between organisational culture types and leadership style?
How does organisational culture influence organisational effectiveness through leadership style
and whether leadership style mediates the culture-effectiveness relationship?
Do national culture and organisation size moderate culture-effectiveness relationship?
1.4 Aim and Objectives of the Study
1.4.1 Aim
The aims are firstly to assess whether the impact of organisational culture on organisational
effectiveness is mediated by leadership style. Secondly, to explore the moderating impact of
national culture and organisational size on the relationship between organizational culture,
leadership style and organizational effectiveness
1.4.2 Objectives
In relation to the research questions mentioned above there are seven objectives proposed for this
study:
 To investigate the relationship between national culture, organisational culture,

leadership style and organisational effectiveness
 To explore whether there is a relationship between organisational culture and
organisational effectiveness
 To investigate whether there is a relationship between organisational culture and
leadership style chosen by managers.
 To explore whether there is a relationship between leadership style and organisational
effectiveness. To fulfil the first three objectives a detailed review of the prominent
12
theories and models in the culture, leadership style and effectiveness literature are
inspected.
 Based on the first three objectives, to identify the extent to which leadership style serves
as a mediator between organisational culture and organisational effectiveness relationship
is explored
 Based on the first three objectives, to identify the extent to which national culture and
company size serve as moderating variables relating to the association between
organizational culture, leadership style and organizational effectiveness is explored.
 To select an appropriate methodology, relevant constructs with their dimensions for
measurement, and operationalization of instruments and demonstration of their reliability
and validity.
 Finally, based on empirically validated results, researcher identifies implications for
practices and managers. In addition the limitations of the study are also highlighted which
may help future studies.
1.5 Significance of the Study

The importance of this study lies in the fact that it will further the understanding of the nature of
the relationship between organisational culture and organisational effectiveness by investigating
the impact of mediators and moderators on this relationship in private sector organisations. In
order to explore the first research question, this study plans to investigate the direct and indirect
relationship between organisational culture type and organisational effectiveness. Also, the study
will help researchers to identify important criteria of effectiveness in private sector organisations
based on the Competing Values Framework (CVF) (Quinn and Rohrbaugh, 1983) and
Cameron’s (1986) study of effectiveness. Furthermore, it will help to understand the dominant
organisational culture in different sized organisations in the private sector and its impact on
organisational effectiveness through leadership style. Therefore, to fulfil the requirements for
exploring the second and third research questions, researcher created three main steps. 1-
Investigate the relationship between organisational culture and leadership style, 2- investigate the
impact of leadership style on organisational effectiveness and finally 3- investigate the indirect
impact of organisational culture type on organisational effectiveness through leadership style.
The results clearly indicate that although both organisational culture and leadership style have
13
direct major impact on organisational effectiveness, it is crucial not ignore the impact of
organisational culture of any organisations on choosing the leadership style by managers and
consequently the impact of leadership style chosen on organisational effectiveness. The results
confirm the proposed argument that leadership style plays as a mediator between the relationship
of organisational culture and organisational effectiveness.
Also based on the existing literature there is no doubt about the impact of national culture on
organisational culture, however, national culture is always taken for granted in the study of
organisational culture, leadership style and even organisational effectiveness. This study intends
to investigate the national culture dimensions and their impact on the relationship between
organisational culture types, leadership style and organisational effectiveness. In order to do that
as well as to investigate the fourth research question, this study proposed to take national culture
dimensions as moderators of the culture-effectiveness relationship. The results indicate that
national culture, generally speaking, has a big impact of the relationship which can be interpreted
as the indirect impact of national culture on organisational effectiveness as national culture
impacts organisational culture and organisational culture has a major impact on the choice of
leadership style and consequently on organisational effectiveness.
Furthermore, this study also proposed organisational size as a moderator, which can have an
impact on the culture-effectiveness relationship. Although, literature based on the impact of size
on culture-effectiveness is very limited. What all those studies have in common is that they all
confirm the impact of size on organisational culture. The results of this study on the moderating
impact of organisational size on culture-effectiveness relationship indicates that, generally,
organisational size plays an important role on establishing organisational culture and
consequently on the culture-effectiveness relationship.
Therefore, this study makes a significant contribution to the culture-effectiveness literature by

developing an integrative model that combines national culture, organisational culture,
leadership style, organisational size and organisational effectiveness. To the best knowledge of
the author, this study is the first of this kind that clearly indicates the indirect relationship
between organisational culture and organisational effectiveness by taking leadership style as a
mediator and national culture and size as moderators.
14
In addition, this research is the first empirical study that investigates the impact of mediator and
moderators on the culture-effectiveness relationship in private sector organisations in Iran. Iran
although is located in Middle East among all Muslim countries, according to GLOBE study from
cultural perspective is not quite similar to any of these countries and whereas culturally is quite
similar to and could be cluster with South Asian countries such as India, Malaysia. Therefore,
this study would be interesting in terms of cultural differences between Iran and countries in that
region for academics and also, it is hoped that managers of private sector organisations find this
research and its results useful when they are planning to implement or change their strategy or
strategies to improve organisational effectiveness by finding appropriate organisational culture
and leadership styles based on the national culture of the employees and the size of their
organisation.
The understanding of the connection among national culture, organisational culture, leadership
style, organisational size and organisational effectiveness would help managers to be more
successful in organisational change implementation to improve effectiveness. Also, an
understanding of these features and their relationships would enable them to gain competitive
advantage. Furthermore, another main contribution of this study is based on enriching the use of
quantitative research methodology in studying organisational culture and organisational
effectiveness as well as building a model that shows the relationship between national culture,
organisational culture, leadership style, organisational effectiveness and organisation size in
private sector organisations. Also, to generate knowledge based on the Competing Values
Framework in terms of the impact and relationship of different cultural types with organisational
effectiveness through leadership style.
In fact, this study’s implication could help researchers to develop a model that can be used by
either academics or practitioners to help them analyse organisational culture and leadership style
based on the national culture of employees and size of organisation in order to change the
organisation’s strategy to increase organisational effectiveness. In other words, it can be argued
that the significance of this study is based on identifying cultural types and their relationship
with organisational effectiveness through leadership style with a high-level organisational
effectiveness in private sector organisations, bearing in mind the national culture and the size of
15
the organisations. It can also be argued that identifying the most effective cultural type would
help managers to decide whether there is a need for cultural change or not.
1.6 Scope of the Study

This study examines national culture, organisational culture, leadership style and organisational
effectiveness using a variety of approaches including Dorfman and Howell’s (1988) method of
measuring national culture and the Competing Values Framework for organisational culture
(Camron and Quinn, 2011), also the Competing Values Model (Quinn and Rohrbaugh, 1983) and
Cameron (1986) for organisational effectiveness, and Avolio and Bass (2004) for leadership
style. The sample used in this study includes organisations from the private sector in Iran;
therefore, the findings are, to some extent, generalizable to all organisations in the private sector
and, perhaps, to some degree to the public sector and not for profit organisations. The researcher
tried to contact those organisations in the private sector that only have none or minimal
relationship with the government. Many organisations, although run as private, are still in the
hands of governors or elites who are either directly or indirectly related to the Revolutionary
Guard or receive help from the authorities.
The researcher gathered a list of organisations in the private sector, published by the Iranian
Ministry of Labour and Social Affairs (2010), although the list may not have included all
organisations, as well as the Iranian Embassy in London. Around 150 of those organisations
were chosen to be contacted for the study. The respondents of this study represent every level of
management, from supervisors to chief executives.
Although there is a general agreement among scholars that self-administrated and postal
questionnaires do not produce a good level of response, the percentage of responses received for
this survey was relatively high due to the fact that organisations in the private sector are
becoming more interested in organisational studies.
Data collection for the pilot study was done from June 2012 until July 2012. The pilot
questionnaires were presented to three organisations one from each size category (small, medium
and large) and followed up by phone calls. The main study started, after reviewing the pilot study
feedback and changes to some questions, around the beginning of September 2012 by either
presenting a hard copy or sending an electronic copy of the questionnaire to 1000 respondents in
16
40 organisations from six major cities in Iran. The total time for collecting the data from
respondents was around five months.
1.7 Theoretical Framework of the Research

This research is based on a positivist approach and it is deductive, rather than inductive, in that
the researcher used theories to propose and test hypotheses. Furthermore, in this research, the
researcher at the beginning proposed to use mixed (qualitative and quantitative) research
methods but, unfortunately, at a later stage the qualitative part was deleted, which included semi
structured interviews, due to not being able to obtain co-operation for interviews.
In order to meet the goals and objectives of this study, the researcher tried to find the most
appropriate research methodology. As Easterby-Smith et al. (1991) stated, research design
considers first, what kind of information is gathered and from where and, secondly, how such
information is analysed and interpreted in order to provide sufficient answers to the research
questions. After careful consideration and analysing restrictions and limitations impose by the
government and the organisations, the researcher decided to use only quantitative data.
A set of questions was derived from the Dorfman and Howell’s (1988) (study on national
culture), the Organisational Culture Assessment Instrument (OCAI) for organisational culture,
Avolio and Bass’s (2004) study of leadership style (MLQ 5X), the Competing Value Framework
and Cameron (1986) for organisational effectiveness and other literature.
The purpose of the first part of the questionnaire, based on Dorfman and Howell’s (1988)
national culture study was to investigate Iranian national culture at the individual level of
analysis and compare the results with Hofsede’s study of Iranian national culture. The second
part of the questionnaire was based on the OCAI, and the purpose was to diagnose the dominant
culture in Iranian organisations. The OCAI consists of six parts, with each part including four
questions, which respondents were required to answer with regard to the current situation of their
organisation. This instrument has been found to be useful and accurate in diagnosing important
aspects of an organisation’s underlying culture (Dastmalchian et al., 2000; Cameron, et al.,
2006).
17
The leadership style section was based on the study of Avolio and Bass (2004) on leadership
style (MLQ 5X) which consists of three sections that measure different leadership styles;
transformational, transactional and lasissez-faire. Finally, the organisational effectiveness
questions, based on the CVF, Cameron’s study (1986) and other relevant literature, were
designed with the purpose of exploring organisations according to CVF’s effectiveness
dimensions (flexibility vs. control and internal vs. external).
1.8 Organisation of the Dissertation

The thesis was organised into seven chapters:
Chapter 1 provides the introduction and background of the research for the development of a
theoretical framework and understanding of the problems of national culture, organisational
culture and organisational effectiveness in private sector organisations.
Chapter 2 after providing a brief introduction to the research in Chapter 1, there is a critical
literature review of the constructs and their relationship with each other. Therefore, chapter 2 is
organised in four parts, which present the literature review based on national culture,
organisational culture, leadership style and organisational effectiveness. After reviewing the
literatures related to these constructs, the gaps existing in the literature were highlighted in
relation to the aims and objectives of this research. Reviewing previous model enables the
research to select an appropriate model and construct(s) to develop the conceptual framework in
the next chapter.
Chapter 3’s main aim is to fill the gaps reported in Chapter 2 by utilising what was discussed in
the previous chapter to build a theoretical model of the culture-effectiveness relationship.
Therefore, the researcher proposes a conceptual framework based on previous literature that
explains the relationship between organisational culture and organisational effectiveness and the
impact of leadership style as a mediator and national culture and organisational size as
moderators. This chapter starts with the development of the theoretical framework of this
research and is followed by a discussion of the theoretical linkage between constructs followed
by proposing hypotheses related to that linkage.
18
Chapter 4 - having defined and proposed a theoretical framework in the previous chapter,
Chapter 4 is devoted to describing and justifying the methodology used for this study, which
includes a discussion of the study setting, the research design and method. Furthermore, in this
chapter the sampling technique, design and administration of the survey as well as the data
analysis method and the appropriate statistical techniques adopted for analysis are presented.
This chapter includes pre-study and pilot study findings and their implications for the main study
as well as the result of descriptive findings using SPSS 18.
Chapter 5 presents the analysis of an empirical assessment of the research model presented in
Chapter 3. The main purpose of this chapter is to present a statistical analysis of the data
collected as well as testing the hypotheses proposed in Chapter 3. Finally, the main study data
analysis is presented including the descriptive statistics and hypotheses testing of the main study.
Chapter 6 describes the result of the study and interprets the findings in the light of implications
for theory and practice. Therefore, in this chapter the detailed synthesis and discussion of the
findings obtained in Chapter 5 is provided by relating the findings to the previous literature in
order to rationalise the aim and objectives of this study.
Finally, Chapter 7 finalises and concludes this study’s findings by discussing the theoretical,
practical and methodological contribution as well as the study’s limitations. Finally, the end this
chapter presents the research novelty and future study and recommendations.
19
CHAPTER 2
Literature Review
2.1 Introduction
This chapter builds upon the last chapter, which presents the theoretical background of this study
and provides support for the rationale and framework of this study. This chapter aims to review
and explore the background perspective and importance of the relevant literature relating to the
major constructs of this study including national culture, organisational culture, leadership style
and organisational effectiveness in order to identify the domain of the research problem and gaps
which exist in the literature as well as to build foundations for developing the conceptual
framework presents in the next chapter. It includes definitions, criteria, and approaches of the
constructs of this study. In addition, this chapter provides an overview of the CVF in relation to
organisational culture and organisational effectiveness.
This chapter has been divided into four sections and in each section; there is a review of the
prominent models related to the domain that are widely accepted. The first section concerns
national culture literatures (2.2 to 2.5) including definition, perception about national culture,
approaches, and national culture studies in Iran. The next section is dedicated to organisational
culture (2.6 to 2.13) including definition, formation of organisational culture, approaches,
theories and typologies of organisational culture, assessing the strength of organisational culture,
and organisational culture and Iranian studies. The third section is concerned with organisational
effectiveness (2.14 to 2.21) which includes definitions, criteria of organisational effectiveness,
factor contributes to organisational effectiveness, models of organisational effectiveness,
measuring organisational effectiveness, impact of organisational culture on effectiveness, and,
finally, organisational culture and effectiveness using CVF. Finally, the last section of this
chapter is dedicated to leadership style (2.22 to 2.27) which includes a definition, importance of
leadership, situational theory, leadership style, leadership style and organisational effectiveness,
and leadership style in Iran.
An examination of the previous theories and models would help researchers to select an
appropriate theory or theories and model or models based on their strength and weaknesses to
20
reach better results. Also, this chapter discusses the various schools of thought in the
organisation theory and provides a background and explanation of the theories that have been
used in this study.
2.2 Definitions of Culture

The term “culture” has been derived from the Latin word cultura, meaning cultivation and also is
allied with the past participle of colere, cultus meaning to till (Skeat, 2010). For many scholars
such as Deal and Kennedy (1982), Peter and Waterman (1982) and Kroeber and Kluckhohn
(1952), culture consists of the norms, values or beliefs of a group of people.
Culture is variously defined in terms of a number of commonly shared processes: shared ways of
thinking, feeling, and reacting; shared meanings and identities; shared socially constructed
environments; common ways of using technologies; and commonly experienced history,
language and origins such as:
‘… the collective programming of the mind which distinguishes the members of one
group or category of people from another.’ (Hofstede, 2001, p.9)
Or according to Trompenaars (1993, p. 13), “culture is a shared system of meaning. It dictates

what we pay attention to, how we act and what we value.” Czinkota and Ronkainen (2007, p. 54)
defined culture as “…an integrated system of learned behaviour pattern that are distinguishing
characteristics of the members of any given society.”
2.3 Perceptions about National Culture

The literature acknowledges the importance of national culture for organizational development.
Based on the literature there are different levels of culture, and national culture or societal culture
is the highest level (Trompenaars, 1993) and corresponds to primary socialisation. Table 2.1
shows the perception of culture cited in the literature by different authors. What all these
perceptions have in common are 1- people are exposed to culture at an early age by learning
social behaviour, rules and regulations and 2- culture has different layers starting from individual
culture to the societal layer.
21
Table 2.1: Perception of Culture
S. Authors Perception about culture

No.
1 Barry, Bacon, and People’s behaviours are rewarded or penalised from early childhood
Child (1957)
2 Kroeber and Kluckholn Patterned ways of thinking, feeling and reacting, acquired and transmitted by
(1952) and Triandis symbols, constituting the distinctive achievements of human groups, including
(1972) their embodiments in artefacts; the essential core of cultures consists of traditional
ideas especially of attached values
3 Triandis (1972) An individual’s characteristic way of perceiving the man-made part of one’s
environment. It involves the perception of rules, norms, roles, and values, it is
influenced by various levels of culture such as language, gender, care, religion,
place of residence, and occupation; this ultimately influences interpersonal
behaviour.
4 Karahanna et al. There are 5 layers named supranational, national, professional, organisational and
(2005) group-level cultures
5 Hofstede et al. (2010) Culture is the same as an onion where by peeling its layers, the core of it can be
discovered
Beyond Karahanna, et al. (2005) there are also other studies, which recognize culture-related
problems and study them using cultural levels in the context of information systems research.
Normally, cultural issues are identified at the organizational level or national level. Although,
there are countless studies on either national culture or organisational culture, there are only a
few articles which highlight the significance of national culture (Ford et al., 2003; Loch et al.,
2003; Rose et al., 2003) or explain the significance of organisational culture (Doherty and Doig,
2003; Huang et al., 2003).
2.3.1 Different Approaches to National Culture
Although culture became a central object of interest for scholars by the end of the 1970s, there
are some examples of earlier works on national culture such as Hall (1960) and Kluchohn and
Strodtbeck (1961). The majority of scholars have tried to introduce cultural variables in order to
compare and contrast different societies.
It could be argued that national culture is representative of society’s idea of what is good or bad,
right or wrong. These values may tell us in a given situation how people in that society might
possibly respond. According to Harris and Moran (1991), these values will be communicated to
people in the society through eight channels, namely kinship, education, economy, politics,
religion, association, and health and recreation from generation to generation.
22
Based on these factors different theories of national culture and different dimensions of national
culture emerged such those mentioned below.
Figure 2.1: Theories of National Culture
Hofstede (1980)
Power distance
Uncertainty Avoidance
Masculinity
Individualistic
Short term- long term
House et al (2004) orientation
Power Distance,
Uncertainty Avoidance,
Assertiveness,
Hall (1960)
Institutional Collectivism, In-Group
Collectivism, Space: personal/physical
Future Orientation, Time: monochronic/polychonic
Performance Orientation, Language: high/ low context
friendship
Humane Orientation, and
Gender Egalitarianism.
National
Culture
Dimensions
Trompenaars (1993) Schwartz (1999)

Relationship with nature Autonomy/
Relationship with people Embeddedness
Universalism vs. Particularism Egalitarianism/
Hierarchy
Individualism vs. Collectivism Mastery/ Harmony
Kluckhohn & Strodtbeck
(1961)
Relationship with time
Human activity
Human nature
Relationship with people
Time
Although there are general differences among these researchers, there is a general agreement that
national culture is the highest level of culture (Trompenaar, 1993) and is permanent and
profound. Furthermore, all these studies and their dimensions derived from three main factors
23
which are all based on 1- relationship with people, 2- relationship with nature, and finally 3-
relationship with time. The next section will discuss some of these theories in more detail.
 2.3.1.1 Hall Model (1960)
Hall introduced, as mentioned above, three main cultural dimensions:
Space (private/ public)
Time (monochromic/polychronic)
Context (high/low).
The essence of his cultural dimensions is based on the idea that people in different countries tend
to interpret and create their own communications with regard to the context within which they
are operating. Hall, in his framework, presented time as a continuum anchored by two temporal
archetypes: monochromic versus polychromic. He defined monochromic as people who prefer to
attend to and do only one thing at a time whereas polychromic people prefer to be involved in
many things at once (Hall, 1983, pp.45-46). However, in a more recent attempt, he provided a
more comprehensive definition of time by saying “in the strictest sense, a polychromic culture is
a culture in which people value, and hence practice, engaging in several activities and events at
the same time. Monochromic cultures are more linear in that people prefer to be engaged in one
thing at a time” (Hall, quoted in Bluedorn, 1998, p.112). Hall strongly believes that an
individual’s search for meaning is always influenced by the cultural values he or she was brought
up with. He identified two categories of low context and high context to explain his theory. The
table below shows some of his findings on low and high context countries’ characteristics.
24
Table 2.2: Components of Hall Theory
Communication Time
Components Low High Components Monochromic Polychromic
culture culture
Language and Direct and Indirect and Interpersonal Interpersonal Present schedule
message Explicit Implicit Relation relations are is subordinate to
subordinate to interpersonal
present relations
schedule
Relationship among Short term Long term and Activity Co- Schedule co- Interpersonal
people and personal personal ordination ordinates relations
relationship relationship very activity; coordinate
not important important Appointment activity;
time is rigid. appointment time
is flexible
agreements Written Unwritten, Task Handling One task at a Many tasks are
contract and Written contract time handled
very formal only when there simultaneously
is no trust
Authority/power Understood Visible, Breaks and Breaks and Breaks and
through out superiors require Personal Time personal time personal time are
of social respect and are sacrosanct subordinate to
structure loyalty regardless of personal ties.
personal ties.
communication Less Very expressive Temporal Time is Time is flexible;

expressive and fast Structure inflexible; time time is fluid
and open is tangible
responsibility Very superiors hold Work/personal Work time is Work time is not
difficult to responsibilities time separability clearly clearly separable
find areas of separable from from personal
personal personal time time
responsibility
foreigners Very easy to Very difficult to Organisational Activities are Activities are
fit fit Perception isolated from integrated into
organisation as organisation as a
a whole; tasks whole; tasks are
are measured measured as part
by output in of overall
time organisational
goal
Country examples USA, UK Iran, Latin
America
Source: created by researcher using Hall (1960)
Unlike Hofstede (1980), whose model is based on quantitative data collected from 116,000
people working at IBM in 60 countries, Hall’s model is based on qualitative methods. Although
25
Hall’s model indicated countries and societies in each group, he did not attempt to provide scores
for individual countries on dimensions similar to Hofstede.
 2.3.1.2 Hofsede’s Model (1980)
Hofstede (1980) defined culture as ‘the collective programming of the mind, which distinguishes
the members of one group or category from another’. Therefore, according to his definition
culture is a kind of collective programming of the mind which should be placed somewhere
between human nature and personality. Before he introduced his cultural dimensions, he
classified culture into four levels, which are: symbols, heroes, rituals, and values. Symbols,
heroes, and rituals can be grouped under the term practices which are visible manifestations of
culture, whereas values are the core of culture and not visible.
Based on this framework and using factor analysis of the responses received from the
questionnaire, Hofstede (1980) introduced four dimensions (eventually five and later six) of
National Culture:
 Power distance: the degree to which the less powerful members of society accept and
expect that power is distributed unequally. In other words, it is the opinion of the lower
level employees about the power difference between them and their bosses or it can also
be the experience of employees relating to the power in an organization such as autocratic
leadership, and fear of sharing and discussing issues with superiors, etc. (Hofstede, et al.,
2010)
 Uncertainty avoidance: deals with a society's tolerance for uncertainty and ambiguity;
the culture, which likes to control the future. Hofstede et al. (2010, p. 166) explains
Uncertainty Avoidance as “the extent to which the members of a culture feel threatened
by ambiguous or unknown situations.” Hofstede (1980) also identified that countries with
high uncertainty avoidance do not have the same ability to tolerate as opposed to
countries with low uncertainty avoidance. Further, countries with low uncertainty
avoidance have a high level of tolerance and therefore would be willing to take risks.
 Masculinity versus femininity: refers to the distribution of roles between the genders.
Masculinity is always associated with ambition, the desire to earn more while its
26
opposite, femininity is more related with inter-personal relationships and a consideration
of service. (Hofstede, et al., 2010)
 Individualism versus collectivism: Hofstede et al. (2010, p. 77) explains individualism
as a dimension which “pertains to societies where the ties between individuals are loose:
everyone is required and expected to look after themselves and their immediate family.
On the contrary, collectivism pertains to the societies in which people are integrated into
strong, cohesive in-groups right from birth; these groups protect individuals or family
throughout their lifetime in exchange for unquestionable loyalty.”
 Short-term and long-term orientation: based on the degree the society embraces, or
does not embrace long-term commitment to traditional, forward thinking values. An
individual successful in a single culture often does not succeed in another. In the
investigation of Chinese culture, Hofstede et al. (2010) presented a fifth dimension;
namely, long- versus short-term orientation (LTO). LTO is not used in many studies,
which could be a result of its unreliability (Spector et al., 2001). In a recent publication
from Minkov and Hofstede (2012), for the first time, Iran’s score on this factor has been
presented. Iran is located in the 28th-29th position with the score of 36, similar to
Zimbabwe, and is among those countries that have a short-term orientation, which is
aligned with GLOBE findings. (Hofstede et al., 2010)
Power Distance versus Individualism
Hofstede et al. (2010) identified a significant similarity between power distance and
individualism, where he discovered that there is a relationship between the two indexes scores
allocated for countries. The result was that countries with high power distance such as India,
Japan, and Bangladesh have scored very low in individualism where they were identified to be
collectivist. Further, countries with low power distance such as the US, Australia, Britain and
Israel have scored high in the individualism index where they were identified to be individualist.
In the conclusion, Hofstede et al. (2010) stated that power distance and individualism are
negatively correlated where high power distance will result in low individualism and vice versa.
27
Masculinity versus Individualism, Power Distance, Gender
It also should be noted that even though masculine and feminine characteristics are not related to
gender traits, there could be situations where both genders hold characteristics of masculinity or
femininity (Hofstede, 1980). However, past studies have identified that more men tend to have
masculine features whereas more women tend to have feminine features (e.g., Bem, 1981;
Venkatesh et al., 2004; Hofstede et al., 2010). Furthermore, the scale named the Sex Role
Inventory (BSRI) by Bem (1981) identified that most of the time; men tend to hold masculine
characteristics such as assertiveness as opposed to women, who tend to be more feminine with
characteristics such as nurturing.
In some other studies, age is also identified as related to masculine dimensions (Venkatesh et al.,
2004; Hofstede et al., 2010). Furthermore, Hofstede (1980) identified a higher ratio of men in
comparison with women in countries such as Japan and Australia with a high masculine index.
Hofstede et al. (2010) points out that in masculine cultures, males are forced to work and achieve
material success in life, whereas in feminine societies, men as well as women are made to be
ambitious.
Uncertainty Avoidance versus Masculinity
In the study conducted by Hofstede et al. (2010), they identified the relationship between the
masculinity and uncertainty avoidance dimensions. A graph was drawn by using masculinity in
the X-axis and uncertainty avoidance in descending order on the Y-axis where countries with
Low masculinity were identified to be low in uncertainty avoidance and examples were given of
Sweden, Denmark, and Norway. In contrast, countries with low masculinity were found to be
low in uncertainty avoidance. Hence, it is concluded that high uncertainty avoidance reflects
high masculinity.
 2.3.1.3 Trompennar’s Model (1997)
Trompennar (1997) highlighted the importance of culture as being as important as water for fish.
He illustrated that “fish only discover its need for water when it is no longer in it.” He further
argues that culture is something that we live in and breathe. Trompenaars and Hampden-Turner
with a book “Riding the waves of culture” (1997) emphasized how business is related to cultural
28
diversity. When examining the seven cultural dimensions proposed by Trompenaars we can
notice their correlation with the five cultural systems dimensions by Parson and Shil (1951)
including the orientations of values introduced by Kluckhohn and Strodtbeck (1961). Based on
Trompenaars and Hampden-Turner’s proposed structure (1997) these dimensions include the
following:
• Universal vs. Particular values/orientations – refers to rules people universally accept as

general versus relationships derived from the particular groups/cultures.
• Individual vs. Community values/orientations – refers to individual aspects and differences
versus collective or public concepts and values.
• Neutrally vs. Affective values/orientations – refers to feelings kept under control versus
feelings in cultures that are expressed openly and with no limitations
• Specific vs. Diffuse values/orientations – refers to involvement in specific situations and
with particular people versus numerous opportunities being available at the same time,
which is characteristic for diffuse cultures.
• Achieving vs. Ascription values/orientations – refers to statuses of people based on their
achievements versus the ones based on ascriptions such as age, class, gender.
• Sequential vs. Synchronic values/orientations – refers to the perception of time based on
sequence or series of events happening one at a time in an order versus simultaneous
synchronic events at the same time.
• Internal vs. External Control values/orientations – refers to cultures based on imposing
control over people versus cultures based on believing that people should control their
environment.
Nevertheless, we have to say that these dimensions are not appreciated by all authors
(Hooghiemstra, 2003). On the other hand, they are highly appreciated for business and practical
use. Similar to Hofstede’s levels of culture, Trompennars also argues that culture has several
levels from explicit to implicit in nature. The most explicit level of culture, or outer layer, which
he termed as “artefacts” and includes products such as language, food, architecture and fashion.
The second level, termed the “middle layer”, is norms and values. Finally, in discussing the core
assumptions about existence that provide reasons for why there are differences in values among
29
cultures, Trompennars (1993) states that historically, this goes back to the core of human
existence in which civilisations were fighting daily with nature.
Figure 2.2: Three Layers of Culture

Basic
Assumption-
Implicit
Norms and
Values-Middle
layer
Artefacts and
Products- Outer layer
Source: Trompennars, 1993
 2.3.1.4 Schwartz’s Study 1999
According to Schwartz’s study, which is based on conclusions from his studies in 1992 and
1994, one additional comprehension of countries’ cultural values was provided. For him the
cultural values such as ideas about good, right, and positive for one society are essential for the
introduction of norms required for people’s behaviour regulation in different situations
(Schwwartz, 1999, p. 25). In addition, the institutions of our society such as family, schools,
economy, religion, or politics are responsible for choices and setting up priorities among these
cultural values (Schwartz, 1999). These values related to the culture can be chosen for both
reasons to comply with the socially acceptable behaviour and to explain certain behavioural
patterns to others (Schwartz, 1999). These values are structured into the seven types according to
the three polarized dimensions based on Schwartz’s survey of 56 values in 1992, which was
conducted in 49 countries and with 35,000 participants. Additionally, these seven types are
derived from three social dimensions associated with the following contradictions and issues:
 Conservatism (or Embeddness) vs. (Intellectual and Affective) Autonomy - refers to the
relation between an individual and a certain group. The main issues associated with this
dimension are:
1) The issue over an individual or group’s interests priority in certain situations.
30
2) The issue over the extent of an individual’s autonomy within a certain group.
 Hierarchy (difference of power) vs. Egalitarianism (social basis) – refers to the question
of balance between the responsible behaviour and stable social structure. For this
purpose, a minimum hierarchy level is absolutely necessary.
 Mastery vs. Harmony – refers to the issues associated with the relationship between the
social structures and nature. The main issues associated with this dimension are:
1) The issue of successful mastery of people over the world around them.
2) The issue of successful harmonization of people and nature.
Schwartz designed the structure of these values in a way that certain poles contradict each other
such as conservatism and autonomy, while other poles are complementary in their nature such as
hierarchy and mastery. According to House, et al. (2004, p. 141) Schwartz’s study is actually
assessing cultural values rather than practical behavioural aspects (House, 2004) although
Schwartz tried to emphasize the effect of cultural values on practical issues (Schwartz, 1999, p.
40).
 2.3.1.5 House, et al. (GLOBE, 2004)
The Global Leadership and Organizational Behaviour Effectiveness Research Program

(GLOBE) focuses on the culture’s influence on leaders, organizations, social competitiveness,
and the behaviour itself (House, et al., 2004). For these purposes a substantial study was
conducted which included 735 questionnaire forms for 17,370 managers from 951 organizations
and 62 societies. The part of this research that examined the various leadership style preferences
has a great relevance for the purpose of this study.
The results of this research include 62 scores and nine major attributes related to culture. Based
on these results House, et al. defines culture as “Shared motives, values, beliefs, identities, and
interpretations or meanings of significant events that result from the common experiences of
members of collectives that are transmitted across generations” (House et al., 2004, p. 15).
This project included the previous cultural studies of Kluckhohn and Strodtbeck (1961), and
Hofstede (1980, 2001) with a new approach. This change refers to new elements (dimensions)
that can be practically used in managerial situations. These nine dimensions of culture introduced
by the GLOBE project include the following (taken from House et al., 2004, p. 30): “Power
31
Distance, Uncertainty Avoidance, Assertiveness, Institutional Collectivism, In-Group
Collectivism, Future Orientation, Performance Orientation, Humane Orientation, and Gender
Egalitarianism.”
For House et al. (2004) it is important to evaluate both practical and value related cultural issues.
Additionally, these issues are examined on both levels of nation and organization. Through all of
these issues and levels, GLOBE research confirms that values and practices include different
values on national (society) and organizational levels.
According to House et al. one of the greatest advantages of GLOBE research was the use or
multiple methods for measurement in order to select the most appropriate methods, rather than to
make assumptions about the measurement of cultural phenomena (House et al., 2004). Based on
these specific measurement methods House et al. emphasize the value of results obtained
through the use of GLOBE research that have broader structural, societal and organizational
cultural impact (House et al., 2004). On the other side, Smith (2006, p. 915) points out that the
GLOBE research compared to the previous cultural studies cannot be treated as flawless
especially with consideration toward the denotation of national (society) culture. Regardless of
this critic, the GLOBE project remains one of the most significant and relevant studies with over
150 research participants in 62 countries including over three decades of experience and work.
The starting point for this research was the pioneering work of Hofstede in the area of cultural
differences. Nevertheless, for some authors such as Javidan, et al. the work of GLOBE is more
appropriate for the purposes of research that is to be “more comprehensive, cross-culturally
developed, theoretically sound, and empirically verifiable” (Javidan, et al., 2006, p. 899)
compared to others such as Hofstede. This remark was particularly apposite in view of the recent
criticism of Hofstede’s work.
 2.3.1.6 Kluckholn and Strodtbeck (1961)
Kluckhohn and Strodtbeck proposed one very useful and intriguing analysis of cultural issues
(1961). Their three main assumptions for cultural analysis included the following:
1) The assumption about a limited number of social problems, which require adequate
solutions.
2) The assumption about the number of available solutions.
32
3) The assumption about the availability of these solutions through the time and societies,
but with different preferences at certain periods (Kluckhohn and Strodtbeck, 1961).
Therefore, according to these authors the solutions proposed reflect the society’s culture.
Consequently, they offered a framework for cultural assessment that included six major
orientation points for cultural evaluation:
1) Human nature – refers to good, bad or combined qualities.

2) Nature related issues – refer to mastery, compliance or harmonizing with nature.
3) Time frame – refers to perception of past, present and future issues.
4) Human activities – refers to our intentional actions with a certain purpose.
5) Human interactions – refers to individual, collective, and hierarchy relation among
people.
6) Space issues – refers to private, public, and mixed concepts.
These orientation points proposed by Kluckhohn and Strodtbeck (1961) are very suitable to be
used for the purposes of organizational research. According to Maznevski, et al. these orientation
points correspond to the very essence of culture and can be found in almost all societies
(Maznevski et al., 2002). In addition, these orientations have been through numerous validations
and examination processes (Maznevski et al., 2002). Kluckhohn and Strodtbeck (1961)
themselves influenced later researchers such as Hofstede (1980), Trompenaars and Hampden-
Turner (1993) and Hall (1959, 1976), enabling the examination of their models and elements
including the similarities proposed. One practical example of this statement includes
‘‘relationship orientations’’ which are also found in discussions of individual and power related
issues (Hofstede, 1980) including Trompenaars’ individualism-communitarianism, achievement-
ascription and equality-hierarchy dimensions (Trompenaars and Hampden-Turner, 1993).
 2.3.1.7 National Culture in the Present Study
Although, this study used Hofstede’s national culture dimension, the researcher intends to
examine national culture at the individual level. Therefore, for that purpose this study adopts
Dorfman and Howell’s (1988) scales, which were originally based on Hofstede’s national culture
dimensions, but examines them at the individual level. There are many debates on the
33
practicality and conceptualisation of all those models explained above, as they are not designed
to measure national culture at the individual level, which this study intends to measure. For
example, Hofstede’s model and scores based on the value survey module (VSM) raises concern
among some scholars about the inadequacy of this model in explaining individual level cultural
differences. One of the main criticisms of Hostede’s model is that he defined culture as
“collective programming of the mind that distinguishes the members of one group or category of
people from others” (Hofstede, et al., 201, p.5) and based on this definition representation of an
individual’s perception would be very difficult to justify. Furthermore, the VSM is based on the
country level rather than the individual level, which he also warned readers about in the
introduction of the VSM model pointing out that his score cannot be interpreted in terms of the
individual level (McCoy, et al., 2005). For instance in the case of power distance and its items,
the correlations among three items of power distance were significant at the country level
whereas, they were zero at the individual level (Hofstede, 1984, p.76). Furthermore, as
mentioned before, apart from criticisms of the levels of analysis and the dimensions introduced,
Hofstede’ model has also been heavily criticised in terms of validity, reliability and
appropriateness of the model due to time elapsed (McCoy, et al., 2005). Moreover, other models
such as House et al. or Kluckhohn and Strodtbeck mostly measure national culture from the
organisational and societal level and not the individual level. Therefore, the researcher found that
using Hofstede’s model for the individual level of analysis required major theoretical and strong
rhetorical justification as well as major changes and restructuring of the instrument. Thus, it was
decided to use Dorfman and Howell’ scales which analyse Hofstede’s dimensions of national
culture from an individual level.
2.3.2 National Culture: Studies on Iran
In Iran, more than 40 per cent of companies, mostly of a medium and large size, are in the Public
Sector and are run by the government (Eqtesad newspaper, 2012). Management structures are
highly biased towards political power and are often structured around external political factors
like sanctions and relations with other countries. In Iranian organisations, affiliation and power
are more influential than performance objectives and there is a low level of trust among
organisations’ members. The table below contains a summary of the studies undertaken by
researchers in Iranian context.
34
In the study conducted by Hosseini-Safa (1999), different findings about the Iranian national
culture when compared to Hofstede’s findings were revealed where only the conclusion about
power distance was similar to the findings of Hofstede. Further, in the study of Namazie (2003),
he states that the current situation in Iran is similar to western countries in most of the cultural
dimensions with the exceptions of collectivism and time orientation, where he further states that
currently, Hofstede's (1984) findings are outdated after 20 years from the original research as a
result of changes in lifestyle after the revolution and war. The cultural shift that Iran is
experiencing is named the Cultural Revolution by prominent figures in Iran where the change is
directed at attracting youth towards Islamic educational centres.
Table below (Table 2.3) shows some major studies of national culture in Iran and what all these
studies have in common, in contradiction with Hoftsede findings, is that they all emphasise the
individualistic character of Iranian culture or in other words, Iranian culture is better viewed as
individualistic rather than collectivistic.
Table 2.3: Studies of National Culture on Iran
Author Brief details

Tayeb (1979) Tayeb (1979) suggested that Iranian culture should be better viewed as
‘individualistic’ rather than ‘collectivistic’. She further argues that team co-
operation and group work do not generally fit well with Iranian culture.
Namazie (2003) Iran consists of a younger generation representing more than 60% of the
population where everyone is concerned about higher education and skills
development. Individuals are more focused on their own academic progress
leaving less/no motive for collective education in the traditional education
system in Iran
Ali’s (1996) Middle Eastern countries were generally individualistic. As Iran is located in
the Middle East and shares many cultural aspects with Arab countries, Iranian
managers are included in this statistic. He concluded that the significant cause
for individualism is government’s interference in public expenditure
Ali and Amirshahi (2002) and They stressed the government’s interference in public expenditure. In the case
Javidan and Dastmalchian of Iran, public services are financed by the income generated through national
(2003) resources such as oil, and citizens do not contribute to the expenses to serve the
general public. Thus, it has caused individuals to not experience a sense of
belongingness in society where it has resulted in increased individualism, as
35
they feel no connection with the general public. This feature combined with the
individualistic education system in the country has resulted in high power
distance culture in Iranian organizations with minimum teamwork.
Tayeb (1981) Religious values and the family environment have significantly moderated
Iranian’s values towards power distance and trust. Power distance in Iranian
culture starts at home where children are taught to obey the head of the family
and when they enter school and are forced to obey their teacher. She argues
that only God can differentiate positive things and negative things in life and
can guide individuals by appointing prophets and his followers. Thus, it is
believed that for a leader to be a good leader, he needs to be guided by god
toward the right path.
Dastmalchian and Javidan Iranians are very individualistic but for them being a member of a family or a
(2003) close group of friends is equally important. Normally family and close friends
have expectations from each other. Most importantly, trust, loyalty, and respect
are the main factors of being part of a family or a close group of friends. In
fact, trust and loyalty are so important for managers in their relationships with
their subordinates in the Middle East that the majority of managers base their
appraisal on these factors
Attiya (1992) Highlighted that Iran is reliant on informal ways of conducting work and
individual contacts, in the sense that personal interest and personal judgment
are predominant factors in the workplace. There is also a concentration on the
short-term rather than the long-term, with little or no planning for the future.
On the other hand, Iranian managers, similar to those from Arab countries,
favour bureaucratic management systems and place great emphasis on control
and obedience. Leadership in Middle Eastern countries tends to be
authoritarian, with paternalistic handling of decision-making and little
consultation with subordinates
House and Javidan (2001), in the GLOBE Project research, categorised Iran within Southern
Asia, alongside India, Indonesia, Malaysia, the Philippines, and Thailand. They argue that the
distinguishable factors of this cluster lie in their high levels of power distance and group and
family collectivism. According to GLOBE’s result, Iran scored very high on group collectivism
and relatively low on institutional collectivism, which may indicate that Iranians are very
collectivistic when dealing with a family or a small close group of friends, but are considerably
individualistic when dealing with businesses and the working environment.
36
Table 2.4: Hofstede National Dimensions Results:
Country PDI IDV MAS UAI LTO

Iran 58 41 43 59 (36)*
Turkey 66 37 45 85 N/A
Malaysia 104 26 50 36 N/A
India 77 48 56 40 61
Arab World 80 38 52 68 N/A
Source: Hofsetde website (Source: www.geert-hofstede.com)
*Minkov and Hofstede (2012)
According to GLOBE’s (2001) findings, Iran scored very low on uncertainty avoidance (3.67)
which is totally opposite of Hofstede’s (1980) findings. Javidan and Dastmalchian (2003) argue
that the main reason for scoring very low on this index can be traced back to Iranian society’s
mistrust of the rules and regulations imposed by the government. There is a general view among
Iranians that these rules are written to protect the interests of those people who are in power and
therefore, they will be ignored or not enforced when they are in conflict with those group’s
interests. Thus, the majority of Iranians have lost their confidence in the appropriateness and
usefulness of rules and their enforcement. On the other hand, the GLOBE report states that
Iranians scored very high on the desired (what they prefer) section of this index. This score
shows the desire of Iranians for a high level of uncertainty avoidance. According to GLOBE’s
findings, all countries located in this cluster are looking for lower power distance, higher
individualism, higher uncertainty avoidance, stronger and longer future and performance
orientation. They argue that countries in this cluster also value charismatic, team orientated, and
humane leadership.
Researchers such as Tayeb (1979), Javidan and Dastmalchian (2003), Ali and Amirshahi (2002),
and Analoui and Hosseini (2001) argue that Iranian culture can be characterised by a moderate
level of uncertainty, high rewards for loyalty, low participation and high consultation. This is due
to the fact that the country has historically been characterised by a centralised government,
constant changes to rules and regulations, closed information, and a high level of hierarchy.
Additionally, what distinguishes Iran from other countries is its strong family and group
orientation, manifested in strong loyalties towards family and close friends (Javidan and
Dastmalchian, 2003). Some researchers believe that the lack of planning in Iran, and most other
Muslim countries, is related to the Islamic belief that the future is best left to God. However,
many researchers, especially those who are Muslims themselves, such as Ali and Amirshahi
37
(2002), argue that the lack of planning is due to political and economic instability. Generally
speaking, in all Muslim countries, the political, religious and business leaders always preach
loyalty and obedience.
Moreover, the results of Tayeb (1979), Ali and Amirshahi (2002) and Analoui and Hossini
(2001) studies indicate that Iran scored very high on past and comparably low on both present
and future. Past orientation can also be related to the short-term orientation of people in Iran,
specifically in the public sector, which is very much politicised so managers can lose their jobs
and position when governments come to an end. Also, the result is aligned with GLOBE findings
that indicated that Iran is very much performance-orientated rather than future-orientated as a
result of constant changes and low trust of rules and regulations.
In Nazemi’s (2003) study, which has findings similar to Hofstede,’s, Iran scored high on
collectivism and relatively low on individualism. This can be interpreted as the importance of
family in Iranian society, which is associated with honour, social status, and wealth. It is worth
mentioning that in Iranian society, family is not just your wife, children and siblings but it may
also include people who have close ties with you, including close friends and acquaintances. The
concept of collectivism and social networking is also visible in the behaviour of Iranian
managers where informal channels and personal connection appears to be more practical,
desirable and efficient compared to a formal system. This personal connection and less formal
system can result in rule-bending and advantages being taken which the individual in question
may not be entitled to have. The term that is used by Iranians for this favouritism is ‘partibazi,’
which is quite normal and acceptable in any organisation in Iran. It is not unusual in Iran for one
manager to hire a relative for a vacancy even with a more competent person available but
unknown to the employer (Yeganeh and Su, 2007; Namazie and Tayeb, 2003).
Other studies on national culture such as Tayeb (1981) found that Iran scores high on the
hierarchy dimension, which is similar to Hofstede and GLOBE’s power distance factor. Yegane
(2007) argues that scoring high on power distance is not surprising as high hierarchical distance
is rooted deeply in Iranian history, mythology and family structure. Iranian mythology
collections such as Shahname (Book of Kings) or Great Civilisation clearly promote and
exaggerate the reality of powerful kings and heroes. Furthermore, in Iranian family structure, a
high degree of power distance is manifested in terms of patriarchy. The head of the family, be it
38
Table 2.5: GLOBE Dimensions
Country Assertive Institutional In group Future Gender Humane Performance Power Uncertainty
Collectivism Collectivism orientation Egalitarianism orientation orientation distance avoidance
Iran 4.04 3.88 6.03 3.7 2.99 4.23 4.58 5.43 3.67
Turkey 2.68 5.18 5.63 5.71 4.46 5.40 5.34 5.52 4.61
Malaysia 3.77 4.45 5.47 4.39 3.31 4.76 4.16 5.09 4.59
India 3.7 4.25 5.81 4.04 2.89 4.45 4.11 5.29 4.02
Arab 3.73 4.59 5.63 4.3 2.97 4.83 4.62 4.3 4.27
World
Source: GLOBE Study (Global Leadership and Organizational Behaviour Effectiveness Project) of 62 Societies, 2004
39
the father or husband, demands respect from the other members of the family, but in return he
provides support, security, and social needs (Chapin Metz, 1989).
In this study, national culture has been proposed as a moderator of the culture-effectiveness
relationship. In order to understand the impact of organisational culture on organisational
effectiveness in Iranian organisations there is a need for an explicit study and measure of
national culture to investigate national culture of employees. Moreover, there are countless
studies that explore the impact of national culture on establishing and creating the organisational
culture in any organisation, also, there are many studies that provide literature on the impact of
national culture on leadership style. However, generally there is a lack of empirical studies on
the impact of national culture on the culture-effectiveness relationship and specifically in the
context of this study, private sector organisations in Iran, which this study intends to fulfil by
taking national culture as a moderator of the relationship between organisational culture,
leadership style and organisational effectiveness. The next parts of this chapter intend to provide
an in-depth knowledge of organisational culture, organisational effectiveness and leadership
style and their relationship with each other.
2.4 Organisational Culture

As mentioned in the previous section this part of the literature review intends to investigate the
organisational culture concept by looking at definitions, theories, approaches and studies which
have been conducted. Burns and Stalker (1961) were considered pioneers in studying
organisational culture. They divided organisations into two main forms, namely, Mechanistic
and Organic. According to them, these two organisational forms are opposite in terms of a
stable or unstable environment. Generally speaking, the mechanistic, which resembles a
traditional bureaucratic form is suitable for a stable environment, and organic, with its main
emphasis on specialised knowledge application, may be found in unstable environments.
Special emphasis has been given to the Competing Values Framework due to its importance for
this study. The types of people who are employed, their careers and aspirations, their position in
society, area of mobility, and their education levels are all cultural indicators. These are what
members wear as ‘battle dresses’ which will be reflections of the culture in which they work.
Tyrrell (2000) argues that to his mind when we use organisational culture there is a pre-
40
assumption that we are talking about culture that is generated at the level of an organisation like
culture of IBM derives from IBM. Such assumption has been undermined by some scholars such
as Trice and Beyer (1993) who argue the importance of occupational and subcultures. At the
outset, they refused the equation of culture with values by pointing at specific cultural forms as
components of ‘culture’. Then they introduced the concept of occupational and organisational
sub-cultures by arguing that organisations are composed of different groups and each group may
have its own community and culture.
2.4.1 Defining Organisational Culture
“Organisational culture” is a relatively new term, which first appeared around the 1970s in
business studies. At the beginning, “organisational culture” was used as a substitute for
“organisational climate” (Hofstede, 1994). However, since the 1980s, many scholars such as
Schein (1984) have criticised this comparison and believe that the two terms should be kept
separate. Also, other terms such as “corporate culture” have been used widely by many
researchers as well during that period (Deal and Kennedy, 1982). Scholars in organisational
studies such as Deal and Kennedy (1982), Hofstede (1980), Schein (1992), and Trompenaars and
Hampden-Turner (1997) have attempted to provide a universally accepted definition for
“organisational culture”, but none has been successful so far. However, there is some general
agreement among scholars as to what organisational culture is.
Table 2.6 provides details about definitions of organizational culture by different authors. What
all these definition have in common are 1- organisational culture is shared values, beliefs and
assumptions which keep the company and employees together, 2- also organisational culture
includes some written and unwritten rules and regulations that provide employees with guidance
and direction and 3- more importantly it provides a sense of belonging and identity for
employees.
Table 2.6: Definitions of organizational culture
Authors Definitions
Morgan (1998) The pattern of development reflected in society’s system of knowledge, ideologies, values,
laws, and day to day rituals
Schein (2010) Organisational culture as the shared values, beliefs, norms, expectations and assumptions
41
which function like a glue holding employees and organisation’s systems together and
stimulating employees’ performance and commitment
Trice and Beyer Shared, relatively coherently interrelated sets of emotionally charged beliefs, values, and
(1993) norms that bind some people together and help them to make sense of their worlds.
Alvesson (2010) Organisations are typically unitary and unique characterised by a stable set of meanings in
which organisations are looked at as mini-societies can be problematic in several ways.
Van Maane and Organisational culture is a set of unwritten and unspoken rules and regulations that affect the
Barley (1985) meaning and behaviour of employees
Denison (1990), Organisational Culture consists of the underlying values and beliefs that provide a foundation
to help management develop practices and behaviours that enforce the organisation’s basic
principles. Organisational Culture gives organisation members an identity, facilitates
collective commitment, promotes system stability, provides direction, and shapes behaviour
Van den Berg and Shared perception of organisational work practice within organisational units that may differ
Wilderson (2004) from other organisational units
Kostova’s (1999) ‘…particular ways of conducting organisational functions that have evolved over time…
[These] practices reflect the shared knowledge and competence of the organisation’
Deal and Kennedy (1982) argue that organisational culture is constructed of values, but also
include in their definition the business environment, heroes, rites and rituals, and cultural
networks.
 Values - there are non-specific feelings of good and evil, beautiful and ugly, normal or
abnormal, and rational and irrational.
 Heroes - the people who control values; these are the people, alive or dead, real or
imaginary.
 Rites/Rituals - routines of communication, which are identified as strong symbolic
powers (Deal and Kennedy, 1982).
 The culture network or Symbols - informal local communication system or veiled
hierarchy of power in the organisation
Evidently, values are always at the centre of researchers’ attentions (White, 1998; Deal and
Kennedy, 1982) when considering definitions of organisational culture. However, Hofstede
(2001, 1999) argues that organisations are differentiated by their practices rather than values. He
also mentions that there are differences in national culture, which relate to values. He further
argues that values are something that people have learned and acquired from an early stage of
42
their lives mainly from their family when their personalities were being shaped. These values
normally contribute to the national culture of every country. However, organisational culture is
based on the behaviour of people involved in the organization in a later stage of their life.
Although people working in organisations are being influenced by values formed in early life,
organisational culture is also employees’ attitude toward the organisation and vice versa.
Hofstede believes that the organisational culture of organisations may not be visible to all
employees. However, employees can learn from other employees within the organisation.
Researchers like Peters and Waterman (1982) argue that, in a strong organisational culture,
employees would share the same set of values and basic organisational assumptions. Many
scholars (Denison, 1990; Calori and Sarnin, 1991; Gordon and DiTomaso, 1992; Kotter and
Heskett, 1992) suggest that there is a relationship between strong organisational culture and
strong organisational performance. However, other researchers like Brown (1998), O’Reilly and
Chatman (1996), and Wildeson, et al (2000) have criticised this idea, arguing that there is not
enough evidence that shows a clear connection between the strength of organisational culture
and organisational performance.
2.4.2 Organisational Culture and Organisational Climate
Before making differentiation between organisational culture and organisational climate it is

crucial to explore the impact of both internal and external environment on the business. In the
first instance the internal environment such as employees behaviour, dealing with customers or
the relationship between managers and employees, could be argued that have a big impact on
organisational behaviour in that it effect organisational structure, decision making and
organisational performance. Both employees and managers could possibly have the same, if
there are all from the same national culture, or different values beliefs and assumption, if there
are from various national culture, which can have a big influence on their attitude inside the
organisation. People are from high uncertainty avoidance background are more reluctant toward
risk (they are mostly risk averse) and conservative compared with people from low uncertainty
avoidance who are more open to risk, and more innovative. Therefore, as result organisations
could be imposed to some certain characters and organisational culture and ignore the rest which
might have an impact on their performance. Moreover, people with background of high power
distance are more tolerated toward hierarchy and authoritarian leadership whereas people with
43
low power distance background preferred less authoritarian and more participate leadership.
Therefore, organisations in high power distance culture may tend toward more bureaucratic and
tall organisations whereas organisations in low power distance environment tend toward less
bureaucratic and less hierarchy organisations. On the other front, the external environment also
play a crucial role for any organisations in that even people with low uncertainty avoidance
background who are more willing to take risk and being more innovative if being situated in
tough economic environment, like sanction and restriction on trade, in order to avoid turbulence
and survive it is likely to become more conservative than other people from higher uncertainty
avoidance background.
According to Denison (1996) during the first appearance of organisational culture in the
organisational studies literature, the difference between organisational culture and organisational
climate was quite clear. As Schwartz and Davis (1981, p. 32) mentioned, “one way to understand
culture is to understand what it is not”. Organisational climate was defined as a set of
organisational attributes or main effects measurable by a variety of methods or as a set of
perceptual variables which are still seen as organisational main effect (James and Jones, 1974).
Whereas, organisational culture is defined as shared values, beliefs and assumption among
employees or the glue that holds the organisation together and stimulate employees to commit to
the organisation and to perform (Van den Berg and Wilderson, 2004).
Denison (1996) also argues that studying organisational culture requires qualitative methods
whereas organisational climate studies require a quantitative method of research. Furthermore, as
Denison (1996, p. 621) argues “organisational culture studies were more concerned with the
evolution of social system over time, whereas climate researchers were generally less concerned
with evolution but more concerned with the impact that organisational system have on groups
and individuals”.
By defining organisational culture as a shared perception of organisational practice, the concept

becomes similar to that of organisational climate, which has been typically conceived as
employees’ perceptions of observable practices and procedures (Denison, 1996, p.622). Denison
(1996) argues that there are some similarities between organisational culture and organisational
climate. For instance, he argued that both look at the internal, social and psychological
44
environments as a holistic, collectively defined context. Therefore, there is a high degree of
overlap between the concerns of organisational culture and organisational climate studies.
However, Denison (1996) later reported that these differences had disappeared in more recent
studies. According to him, the most important distinguishing features are that climate focuses on
the evaluation of a current state of affairs and culture relates to work behaviours.
2.4.3 Formation of Organisational Culture
It was not until the beginning of the 1980’s that organisational scholars began paying attention to
the concept of organisational culture (Pettigrew, 1979; Ouchi, 1981; Deal and Kennedy, 1982;
Peters and Waterman, 1982; Hofstede, 1980). Organisational culture has been an area in which
conceptual work and scholarship have provided guidance for managers as they have searched for
ways to improve their organisational culture. There are some significant factors, which can
affect a choice of culture and structure for an organisation:
1. Goals and objectives 4. History and ownership

2. Environment 5. Size
3. People 6. Technology
(Handy, 1984, p.81-83)

Also, according to Deal and Kennedy, there are two fixed factors that have indirect influence on
organisational culture:
 The degree of risk associated with the organisation’s activities

 The speed at which organisations and their employees receive feedback on the success of
decisions or strategies (Deal and Kennedy, 1982)
According to Handy (1980), organizational culture is affected by additional factors including
ownership structure, company size and technology. However, although there is little literature
on these factors, those few studies show a big influence of these factors on organizational culture
(Smith, et al., 1991, p. 41; Hofstede, 1991, p. 183; Thompson, 1993, p. 83; Sudarsanam, 1995, p.
13; Bennett, 1996, p. 33).
According to organizational structure theory, organizations are divided into two types; tall
(Hierarchy) or flat organizations. As far as organizational structure and size of a company is
45
concerned, organizational culture would be different in these two types of organizations.
(Thompson, 1993, p. 83). Tall (Hierarchy) organizations are looking to create a distinguishable
division of labour and job specialization, and clear and well-defined internal procedures and
policies, while in a flat structure organization, the company’s main concern is to centralize
control and leadership with strong authority and normally less complicated procedures (Greiner
and Schein, 1989, pp. 16-19). As a result of structure, the main elements of culture, for example,
leadership type, power or heroes, would be significantly different in the two types of
organisation.
2.4.4 Approaches to Organisational Culture
This section examines different models of organisational culture introduced by researchers.

Schein (2010) argues that cultural assumptions are not just about people and style, but are also
about strategies, structures and systems. Therefore, in order to study organisational analysis,
what is needed first is to understand organisational culture. There are numerous definitions given
to describe organisational culture but not all are widely accepted by scholars.
Cross-cultural and organisational cultural studies use many different approaches, which
sometimes cross over, including anthropology, sociology, social psychology and even
economics.
 2.4.4.1 Interpretive Versus Functionalist
Scholars such as Smircich (1983), Cameron and Ettington (1988) and Cameron and Quinn
(2011) argue that organisational culture has been investigated from two different perspectives: an
anthropological perspective versus a sociological one. Table 2.7 summarizes these similarities
and differences.
The first group looks at organisational culture as something that organisations are, whereas the
latter group sees organisational culture as something that organisations have. In other words, the
fundamental distinction between these two roots, as Smircich (1983) and Cameron and Quinn
(2011) argue, is that one defines culture as a metaphor (anthropology) and the other defines
culture as an attribute or variable (sociology). Within each of these two roots, distinctive
approaches have been developed: A Functionalist approach based on collective behaviour and a
Semiotic approach based on individual interpretations and cognitions. Cameron and Ettington
46
(1988) suggest that the Anthropological perspective looks at culture as a dependent variable,
whereas the Sociological perspective looks at culture as an independent variable.
Table 2.7: Organisational Culture Perspectives:
Organisational culture
Anthropology Sociology
1- Functionalist 1- Functionalist
Organisation is culture Organisation has culture
Culture is a dependent variable in an organisation Culture is an independent variable in an organisation
Treats culture as something Treats culture for something
Focus on collective assumption Focus on collective behaviour
Researcher interprets data subjectively Researcher interprets data objectively
Outside observation by investigation Outside observation by observer
2- Semiotic 2- Semiotic
Culture is everything and is reality Culture helps to make sense of reality
Focus on individual assumption Focus on individual cognition
Natively interpret data by participant involvement Natively interpret data by participant observation
Immersion required for investigation Immersion required for observation
Culture as dependent Culture as an independent variable
Source: Cameron and Quinn 2011
The Functionalist approach was adopted by scholars like Ouchi (1981), Peters and Waterman
(1982), and Deal and Kennedy (1982), in order to identify which culture would get the best
results. The Semiotic approach, in contrast, has gained popularity among the majority of
academics (Gregory, 1983; Smircich, 1983; Morgan et al., 1983; Anthony, 1994; Meek, 1988).
Their studies have explored how employees experience culture in an organisation and how this
affects their behaviour toward the organisation (Broadfield et al., 1998).
Based on Cameron and Quinn (2011) this study could be affiliated with a cultural view that looks
at culture in terms of functionalist sociology in which culture is viewed as something that an
organisation has rather than is. It is an independent variable in an organisation; it is based on the
collective behaviour of employees and more importantly the culture measurement is based on a
positivistic approach that interprets data objectively. Furthermore, this study intends to view
47
culture from a dynamic perspective that is changing due to changes in circumstances, situations,
life-cycle and size of organisation.
Table 2.8: Culture as a Variable versus Culture as a Metaphor:
Culture as a Metaphor Culture as a Variable

Phenomenological Positivist
Anthropology/Biology Sociology
Single agreed-upon culture Several, parallel subcultures
Provides an adaptive regulating mechanism to Reproduced by all members in an on-going manner
maintain the status quo
Directed by actions of senior management, changing Way members negotiate and share symbols and
artefacts and espoused values. meaning
 2.4.4.2 Martin and Meyerson’s (1987) Framework
Martin and Meyerson (1987) are among those who assume that organisations are cultures and
look at the culture from an anthropological perspective, and introduced three main organisational
culture paradigms:
 Paradigm 1 – Integration (emphasises homogeneity)

The integration paradigm emphasises three main characteristics:
 Consistency
 Consensus among members
 Leaders as creators of culture
Consistency in Paradigm 1 refers to those cultural manifestations that are in harmony with each
other. Consensus is where, regardless of which level of an organisation’s hierarchy employees
come from, all members of the organisation share a similar point of view. Finally, the last
characteristic emphasises the fact that most, but not all, paradigms share the point of view that
leaders are the primary source of cultural content (Martin and Meyerson, 1987). This view of
culture in some ways is very similar to the sociological view of culture (presented in table 2.7
and 2.8). If we need to distinguish this study based on Martin and Meyerson’s paradigms, our
study would fit much better to this paradigm compared to the other two, specifically our study
adopts a position, which is totally opposite of the paradigm 2, which is explained below.
48
 Paradigm 2- Differentiation (differentiation and diversity)
In contrast to Paradigm 1, this paradigm focuses on inconsistencies, lack of consensus, and non-
leader-centred sources of cultural content. This theory of culture concentrates on the importance
of subunits and sub-cultures as islands of consensus and clarity in a sea of ambiguity. Where
Paradigm 1 is based on a closed-system concept of culture, Paradigm 2 is based on an open
system perspective, in which both inside and outside influences have a significant impact on the
culture’s formation. This view of culture could be related to anthropology perspective (presented
in table 2.7 and 2.8) where organisation is culture and not has culture.
 Paradigm 3- Fragmentation (loosely structured and incompletely shared system,

web culture)
At first ambiguity was emphasised, with this then being replaced with fragmentation (Martin,
2002; Martin et al., 2006). Culture in this system is continually changing. Both Paradigms 1 and
2 try to minimise ambiguity, whereas within Paradigm 3, it is believed that ambiguity can be
healthy and accepted. Ambiguity in Paradigm 3 is treated as something inevitable in
organisational life, and unlike Paradigms 1 and 2, clear consistencies and inconsistencies are
rare. Moreover, in Paradigm 3, unlike Paradigm 1, ambiguity is not treated as a temporary stage
in the process of attaining a new vision of clarity, but is considered to be the ‘truth’, or the way
things really are. According to the fragmentation point of view, “the essence of any culture is
pervasive ambiguity” (Martin et al., 2006, p. 732).
49
2.4.5 Typologies of Organisational Culture
There are many scholars (Weiss, 1998; Brown, 1998; Cameron and Quinn, 2011) who describe
organisational culture in terms of typology. Some of the main organisational culture typologies
are discussed below.
 2.4.5.1 Hofstede’s Model
As mentioned before, Hofstede believes that scholars should clearly distinguish organisational
culture from national culture. Therefore, he later defined dimensions of national culture and
dimensions of organisational culture separately. He argues that the difference between
organizational culture and national culture lies in the fact that national culture studies the people
in a given country whereas organizational culture studies different organizations in a given
country or countries. He believes that his research findings show the difference between
organizational culture and national culture, being that organisational cultural differences are in
an organisation’s practice such as symbols, heroes, and rituals, while with regard to national
culture, differences are at a deeper values level. In addition, he also explains that finding
dimensions of organizational culture in any empirical study is a subjective process. His research
on organisational culture, conducted by IRIC across 20 Danish and Dutch companies at the end
of the 1980s, identified six independent dimensions of practice:
 1 Process-Orientated versus Result-Orientated: Dominated by technical and
bureaucratic routines versus concern for outcomes. ‘Process Orientated’ is concerned
with the means, avoids employees taking any risk and allows them to put limited effort
into their job. ‘Result Orientated’, on the other hand, is concerned with goals and making
employees feel comfortable in different environments and encouraging them to
maximize their effort.
 2 Job-Orientated versus Employee-Orientated: Responsibility for ‘job performance’
versus responsibility for members’ well-being. ‘Employee Orientated’ is concerned for
people and, generally, the company is responsible for employees’ welfare and retirement.
‘Job Orientated’ concerns getting the job done and therefore employees are under
pressure, and feel the company is only interested in completing the task, not in their
welfare.
50
 3 Professional versus Parochial: Identification of members with their profession versus
identification with the organisation. ‘Professional’ is the unit in which people identify
with their type of job. It means to separate employees’ private lives and business from
each other and to give them the feeling that the company has hired them solely for their
professional skills. ‘Parochial’ is the unit whose employees derive their identity largely
from the organization. In this type of organizational culture, the organization considers
employees’ backgrounds and has a strong influence on their employees’ behaviour.
 4 Open System versus Closed System: Openness versus closedness to internal and
external communication and ease of admission for outsiders and newcomers. In ‘Open
System’ culture almost everyone can be fitted into the organization, whereas in a ‘Closed
System’ only special people can fit into the organization.
 5 Tightly versus Loosely Controlled: Formal and punctual versus informal and casual.
Generally speaking, this refers to the amount of internal structuring in the organization.
In a ‘Loosely Controlled’ company, employees only receive ‘impressions’ from
supervisors, and higher-level managers do not think about costs or keeping meetings
punctual and even make jokes about the company. In ‘Tightly Controlled’ culture, on the
other hand, meetings are kept punctual; managers consider costs and jokes are rare.
 6 Pragmatic versus Normative: Flexible versus rigid ways of dealing with the
environment and, in particular, customers. These two deal with the popular notion of
‘customer orientation’. ‘Pragmatic Culture’ is normally market driven while a
‘Normative Culture’ perceives its task toward the outside world as the implementation of
inviolable rules and the implementation of strict procedures for employees. (Hofstede,
1990).
What is interesting about Hofstede model is that firstly what he introduced can be considered as
characteristics that any organisational culture type may possess with different levels of intensity,
which are difficult to measure. Moreover, he did not clearly define organisational culture type
like CVF (explained below). Furthermore, all these dimensions or characteristics are visible to
some extent in different organisational culture types introduced by CVF which means that we
can relate all these dimensions to any of the organisational culture types. Finally he developed
the organisational culture dimensions mostly from national culture dimensions and they simply
do not work when applied to organisations.
51
 2.4.5.2 Quinn Model
Based on Quinn’s (1988) argument, organisation could be characterised as a complex, dynamic

or contradictory system which requires managers to fulfil many competing expectations. Based
on these characteristics he categorised four different organisational culture types namely 1-
Human Relation (HR), 2- Open System (OS), 3- Internal Process (IP) and 4- Rational Goal (RG)
which are the basis of the Competing Values Framework (CVF) that he introduced later. He
identifies these four cultural types along with two main dimensions of flexibility versus stability
and external focus versus internal focus.
The Human Relation culture type emphasises internal focus and flexibility is concerned with
human commitment, human resource, teamwork, cohesion and staff moral (Fig 2.3 and 2.4).
However, the rational gold type emphasis on external focus and stability, which is on a diagonal
with human relations type, is concerned with maximum output and productivity, efficiency,
output orientation and planning and goal setting (Fig 2.3 and 2.4).
The open system type, which emphasises external focus with flexibility, is concerned with
adaptation to the external environment, adaptability, growth and resource acquisition (Fig 2.3
and, 2.4). Whereas the internal process type, which emphasises internal focus and stability, is
concerned with information management, communication, hierarchy and effective
communication (Fig 2.3 and 2.4). As mentioned the Quinn model was the basis for CVF that
was introduced by Quinn and Rohrbaugh, (1983) which this study is based on.
 2.5.4.3 Competing Values Framework
The CVF offers an integrative perspective (Quinn and Rohrbaugh, 1981, 1983) to study
organisational culture and this study is based on this framework. The Competing Values
Framework (CVF) proposes a model defined by two axes producing a quadrant: one axis
represents flexibility versus control, and the other axis represents an organisation’s focus on
internal or external matters. The first, vertical axis reflects the extent to which an organisation
has a control orientation. The second, horizontal axis is concerned with whether the firm is more
focussed on the internal or the external, in other words, emphasis on the well-being and
development of people in the organisation versus an emphasis on the well-being and
development of the organisation itself.
52
Although there are many differences among the approaches and viewpoints of organisational
culture researchers, significant patterns and similarities have been found in their research
findings. These include an emphasis on internal/external and control/stability factors in studies of
organisational culture using values as a measurement of organisational culture rather than
assumptions or artefacts. Also, values are more accessible in quantitative research compared with
artefacts that are considered as organisation specific and need more qualitative research.
As seen in Fig 2.3, these axes make four quadrants, each representing a distinct organisational
culture: Clan, Adhocracy, Market, and Hierarchy (Cameron and Quinn, 2011). These four
quadrants define the core values upon which judgments about the organisations are made. Each
quadrant represents basic assumptions, orientation and values – those elements that comprise
organisational culture (Cameron, et al., 2006).
Cameron and Quinn (2011) argue that CVF is the best organisational model available to help
organisations plan and manage major change in organisational research. During the last three
decades, researchers have used this framework for different purposes. Cameron and Freeman
(1991), and Howard (1998), for instance, use it to introduce a model of organisational culture.
On the other hand, Quinn (1984) used it to create a model of organisational design, and
leadership. Other researchers, such as Buenger et al. (1996), used this framework to assess the
relationship between culture and organisational structure and context. Stevens (1996) used it to
assess relationships between culture and ethics.
‘Clan Culture’ or ‘Group Culture’ is characterised as having the feel of an extended family with
a friendly atmosphere, where leaders are considered mentors. A ‘Hierarchical Culture’ is
characterised as a formalised and structured place of work where people are governed by
procedures and rules. Leaders of such an organisation are likely to consider themselves good
coordinators and organisers. ‘Adhocracy Culture’ or ‘developmental culture’ is dynamic, with
innovative leaders, and is a culture where people take risks. Finally, ‘Market Culture’ or
‘Rational Culture’ is characterised as being very customer orientated where leaders are tough,
demanding and focussed on achieving good final results (Cameron, et al., 2006; Cameron and
Quinn, 2011).
53
Figure 2.3: Competing Values Framework
Flexibility Processes
Group/clan Culture Adhocracy Culture

Affiliation - Change
Trust, tradition and long term - Prospector: growth and resources Commitment
acquisition
HRD and participative DM - Appeal of task
Consensus building
Internal Maintenance External Positioning
Hierarchical/Hierarch Culture Rational/market Culture

Bureaucracy - Competitive advantage
Stability - Market superiority
Mandates - Productivity, planning and efficiency
Rules and procedure
Rewards
Control Centralization
According to Quinn and McGrath (1985) both rational and developmental culture are
characterised by shorter time horizons than clan and hierarchical culture (Fig 2.3). There are
many researchers in this field that also formed four types of culture based on CVF and all have
some characteristics of each organisational type in common which are summarised in fig 2.4.
Every organisation has its own life-cycle and this will progress through common stages. It is
crucial that an organisation makes sure they are using the most appropriate of the four models for
the current stage of its life cycle (Quinn and Cameron, 1983; Robbins, 1990). For instance, an
organisation in the first stage of its life cycle needs innovation, creativity and flexibility, values
which are present in the Adhocracy culture. However, this culture would not be suitable when an
organisation reaches the maturity stage of its life-cycle. For example, Apple, which when started
30 years ago as small firm, initially showed characteristics of an Adhocracy culture as it needed
innovation and creation, but now it is more market and customer orientated, and therefore closer
to a Market culture.
54
Figure 2.4: The Competing Values Framework:
Flexibility
Group Culture Developmental Culture

Personal - Dynamic and entrepreneurial
Warm and caring - Risk taker
Loyalty and traditions - Innovation and resources
acquisition - Reward and individual initiative
Cohesion and Morale
Equity
Internal External
Hierarchical Culture Rational Culture

Formalized and structure - Production oriented
Rules enforcement - Pursuit of goals accomplishment
Rules and Policies - Task and goal accomplishment
Stability - Competition and achievement
Rewards based on rank - Rewards based on achievement
Control
This study adopts the competing values framework (CVF) as a method of organisational culture
analysis based on comprehensiveness and popularity of the instrument, which provide much
broader perspective for researcher in exploring organisational culture. Furthermore, the CVF is
based on multiple constituencies’ theory, which provides a much broader and deeper perspective
of organisational culture in organisations. The next section shows studies that have been
conducted in Iran on organisational culture and their result and also lists those studies of
organisational culture that are based on CVF.
2.4.6 Organisational Culture and Iranian Organisations
Soon after the Islamic revolution, the government forced organizations to use Islamic leadership
styles, which are characterized as justice, equality, and support and safeguarding employees.
Furthermore, there is also a traditional management style that empathises traditional philosophies
are maintained through adopting structures including hierarchies, family networks, and nepotism
(Namazie, 2003). Also, since values and the structure of families are considered to be an
important component of national culture, management and leadership style is influenced by the
structure of families. Iranian families are organised with the father as the head of the family and
the same culture and leadership style is adopted by organizations (Mortazavi and Karimi, 1990;
55
Mortazavi and Salehi, 1992). In organizational cultures where the organization is regarded as the
family, employees tend to consider the manager to be like a father or sibling (Latifi, 1997).
These elements can be crucial in human resource management as it defines the subordinate’s
expectations of his boss as well as the boss’s expectations of his subordinate.
Table 2.11 shows some of the studies of Iran which included organizational culture and are based
on the competing values framework. As can be seen from these studies of organisational culture
in Iran it can be deduced that there is a lack of comprehensive studies of organisational culture
and its impact on organisational effectiveness specifically in private sector organisations. As can
be seen there is much emphasis in these studies on the relationship between organisational
culture and leadership style, which could be related to the particular national culture of the
country, as explained before, as well as employees’ view of managers and leaders, being
analogous to a father or close siblings, which see an organisations as an extended family.
Table 2.10: Organisational Culture studies in Iran
Mozafari et al (2007) Study the relationship between organisational culture and leadership style among
the deans of nine Iranian universities. They found that there is a lack of congruence
between the current and desired professional culture of the faculty members. they
found that the desired culture should be one that emphasizes flexibility, discretion,
participation, human resource development, innovation, creativity, risk-taking, and a
long-term emphasis on professional growth and the acquisition of new professional
knowledge and skills
Marandi and Abdi (2011) Looked at the effect of organisational culture and leadership style on management
effectiveness in an Iranian auto company (Iran Khodro). He found that there is a
positive relationship between perception of the managers’ and their subordinates
from their leadership style on management effectiveness and roles.
Mehr, Kenari, Emadi and Conducted research on staff of physical education offices of Mazandaran province
Hoseini (2012) in Iran and found no relationship between organisational culture and components of
organisational effectiveness (job satisfaction, organizational commitment, work
motivation, the amount of negative resistance against change, improving quality).
Tojari, Heris, and Zarei, They argue the mediator impact of organisational culture on the relationship
(2011) between leadership style and organisational effectiveness
56
Gholamzadeh and They found that consistency and mission cultural dimensions of Denison’s model
Yazdanfar (2012) have crucial impact on organizational culture nonetheless mission has significant
relationship with culture
As a result of the lack of studies on this subject in Iran, there are opportunities for researchers,
specifically, on the subjects of Iranian national culture, organisational culture, and their effects
on organisational effectiveness. So far, the most comprehensive research within this area has
been conducted by Javidan and Dastmalchian (2003, 2009) as a part of the GLOBE project.
Based on the argument presented above, it can be stated that Iranian national culture has a
significant impact on Iranian organizational culture. For instance, due to the close relationship
between members of the family, Iranians tend not to trust people who are from outside the
family, leading to trust issues at work when they deal with new people. Furthermore, it also has
produced nepotism in cases where organizational activities are based on personal relationships
such as friendship and family.
In the next section of the literature review the researcher intends to cover the two main points, 1-
provides a definition of organisational effectiveness, theories and approaches, 2- and describes
the relationship between organisational culture and organisational effectiveness.
2.5 Organisational Effectiveness

This section looks at some of the major approaches to organisational effectiveness, including
definitions, criteria for its analysis and factors that have a major impact upon it. Later, the
chapter reviews previous studies of organisational effectiveness, with special emphasis on the
Competing Values Framework approach.
The concept of organizational effectiveness has gained significance over the last few decades
because research has proved that it is helpful for the modern organisations to manage and
improve their overall performance and achieve the desired results (Becerra-Fernandez and
Sabherwal, 2001). In the modern world, organizational effectiveness emphasises more the
development of employee’s skills because the knowledge, skills and capabilities of the
employees are keys to business success and they are also very helpful in ensuring organizational
effectiveness (Berson and Linton, 2005). Therefore, it requires firms to understand the necessity
and importance of people and ensure their satisfaction at the workplace. It is particularly
57
important because the satisfied workers are more capable of ensuring the customer satisfaction
and gain client loyalty (Christensen and Overdorf, 2000).
2.5.1 Definitions of Organisational Effectiveness
Early on in the development of theories of organisational effectiveness, there was little

agreement on a universal definition of it, which made organisational effectiveness a problematic
concept for scholars until the 1980’s.
In the early stages, organisational effectiveness was viewed in terms of productivity. It was
defined as the ability to create high performance and growth by increasing sales and manpower,
leading to higher than average profit margins. Katz and Khan (1966), for example, defined
organisational effectiveness as:
‘…the maximization of return to the organisation, by economic and technical

means (efficiency) and by political means (effectiveness).’ (Katz and Khan,
1966:164)
According to scholars such as Taylor (1911), Fayol (1916), and Mayo (1933), effectiveness is the
extent to which an organisation achieves goals such as maximising production, minimising costs,
and attaining technological excellence by having clear authority and discipline. Later,
effectiveness was viewed and measured in terms of an organisation’s goals. Some defined
organisational effectiveness in terms of output and the accomplishment of goals (Etzioni, 1964;
Price, 1968; Campbell, 1977). Others defined it in terms of resource acquisition (Yutchman and
Seashore, 1967), or in terms of human satisfaction (Bass, 1952; Kahn, 1956). Penning and
Goodman (cited in Steers, 1977) argue that organisations are effective if they satisfy
organisations’ constituencies. They further argue that the organisational model being used can be
influenced by the criteria chosen to assess effectiveness in that organisation.
Cameron and Whetten (1983) argue that as organisational effectiveness means different things to
different people; it is like a theoretical concept that exists in people’s minds. Therefore, there is
no single best method of achieving organisational effectiveness. A study by Owens, et al. (1982)
identified five distinctive features of the organisation, stating that organisations are systems with
interrelated components.
58
Hall (1972) stated that organizational effectiveness is the measurement of the success of the
organization in achieving its goals. Since the goals of some organizations are considered to be
subjective and biased, measurements such as financial position and volunteer commitment can
be used to evaluate organizational effectiveness, (Knoke and Wood, 1981). However, the
significance of the measurement dimensions is based on the organizational model used
(Goodman and Pennings, 1980). Therefore, sometimes this could be problematic as the models
used can be chosen by employees who expect career growth and who may not be focused on
organizational performance (Cameron and Whetton, 1983; Goodman and Pennings, 1980;
Zammuto, 1982). Furthermore, Zammuto’s study identifies that time and environment are the
main factors that affect organizational effectiveness.
2.5.2 Criteria of Organisational Effectiveness
Organisations in the twenty-first century have become more sophisticated and normally have
multiple objectives. Therefore, the majority of contemporary models of effectiveness measure it
in terms of several criteria, such as productivity, flexibility, and stability. However, using a
single criterion as a measure of organisational effectiveness, such as profitability, is still widely
used by many organisations.
Steers (1977) was among the first scholars to look at multiple criteria models in order to find
common ground among them. He found that each model used several independent criteria such
as productivity, adaptability, and flexibility, but there was very little consistency among the
models.
Table 2.11: Organisational Effectiveness Models
Study and year Primary evaluation of criteria Type of Generalise-ability Derivation of

measure criteria criteria
Georgopoulous and Productivity, flexibility, Normative All organisations Deductive; followed

Tannenbaum (1957) absence of organisational strain by questionnaire
study
Bennis (1962) Adaptability, sense of Identity, Normative All organisations Deductive; no study
capacity to test reality
Blake and Mouton Simultaneous achievement of Normative Business Deductive; no study
(1964) high production-centred and organisations
59
high people-centred enterprise
Caplow (1964) Stability, integration, Normative All organisations Deductive; no study
voluntarism, achievement
Katz and Kahn Growth, storage, survival, Normative All organisations Inductive; based on
(1966) control over environment review of empirical
studies
Lawrence and Lorsch Optimal balance of integration Descriptive Business Inductive; based on
(1967) and differentiation organisation study of 6 firms
Yuchtman and Successful acquisition of scarce Normative All organisations Inductive; based on
Seashore (1967) and valued resources, control study of insurance
over environment agencies
Friedlander and Profitability, employee Normative Business Deductive; followed
Pickle (1968) satisfaction, societal value organisations by study of small
businesses
Price (1968) Conformity, morale, Descriptive All organisations Inductive; based on

adaptiveness, societal value review of 50
published studies
Mahoney and Weitzel General business model: Descriptive Business Inductive; based on
(1969) productivity- support- organisations R study of 13
utilization, initiative R and D and D laboratories organisations
model reliability, cooperation,
development
Schein (1970) Open communication, Normative All organisations Deductive; no study
flexibility, creativity,
psychological commitment
Mott (1972) Productivity, flexibility, Normative All organisations Deductive; followed
adaptability by questionnaire
study of several
organisations
Duncan (1973) Goal attainment, integration, Normative All organisations Deductive; followed
adaptation by study of 22
decision units
Gibson et al. (1973) Short-run: production, Normative All organisations Inductive; based on
efficiency, satisfaction review of earlier
Intermediate: models
adaptiveness, development
Long run: survival
Negandhi and Behavioural index: manpower Normative Business Deductive; followed
Reiman (1973) acquisition, employee organisations by study of Indian
satisfaction, manpower organisations
retention, interpersonal
relations, manpower utilization
Economic index; growth in
sales, net profit
Child (1974, 1975) Profitability, Growth Normative Business Deductive; followed
organisations by study of 82
British firms
Webb (1974) Cohesion, efficiency, Descriptive Religious Inductive; based on

adaptability, support organisations study of religious
organisations
60
Eventually, by looking at effectiveness evaluation criteria and grouping together similar models
from between 1957 and 1975, Steers summarised seventeen models of effectiveness. These
seventeen criteria of effectiveness are in fact very close to the thirty criteria developed by
Campbell (1977). Similar to Campbell’s findings, Steer’s seventeen criteria also became the
foundation for further development of other theorists like Quinn and Rohrbaugh (1983) who
developed CVF. Steers listed the number of times that effectiveness criteria occurred in these
models, as in the table below (Steers, 1975). As can be seen from the table 2.12, the highest
frequencies of occurrence belong to adaptability-flexibility (10 times out seventeen) followed by
productivity and satisfaction, which occur six and five times respectively.
Table 2.12: Frequency of Occurrence of Effectiveness Criteria
Evaluation of Criteria No. of Times Mentioned

Adaptability-flexibility 10
Productivity 6
Satisfaction 5
Profitability 3
Resource acquisition 3
Absence of strain 2
Control of environment 2
Development 2
Efficiency 2
Employment retention 2
Growth 2
Integration 2
Open communication 2
Survival 2
All other criteria 2
Source: Steers (1975)
In another study, Campbell (1977) identified thirty different variables, which have a significant
influence on organisational effectiveness (Table 2.13). These thirty variables were used by Quinn
and Rohrbaugh (1983) as the basis for the Competing Values Framework, which will be
explained in detail later in this section.
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Table 2.13: Campbell’s Effectiveness Criteria
1. Overall Performance 11. Motivation 21. Management task skills
2. Productivity 12. Morale 22. Information management and

communication
3. Efficiency 13. Control 23. Readiness
4. Profit 14. Conflicts-cohesion 24. Utilisation of environment
5. Quality 15. Flexibility-adaptation 25. Evaluation by external entities
6. Accidents 16. Planning and goal setting 26. Stability
7. Growth 17. Goal consensus 27. Value of human resource
8. Absenteeism 18. Internalisation of 28. Participation and shared

organisational goals influences
9. Turnover 19. Role and norm congruence 29. Training and development
emphasis
10. Job Satisfaction 20. Managerial interpersonal 30. Achievement emphasis

skills
Source: Campbell, 1977
2.5.3 Factors Contributing to Organisational Effectiveness
An important consideration is what factors can affect the organizational effectiveness both in
profit and non-profit organizations. There are countless factors introduced by scholars but almost
all of those studies emphasise several factors that have an influence on organizational
effectiveness including organizational characteristics, environmental characteristics, employee
characteristics and managerial policies and practices, which are presented in Table 2.14 (Berson
and Linton, 2005). The characteristics of the organization, which can affect the effectiveness of
the firm, include organizational structure and technology (Christensen and Overdorf, 2000).
According to Zila (2001), the structure of the organization always has a great influence on the
effectiveness because the structure in terms of size of the organization, functional specialization
and centralization of decision making affects the performance, efficiency and productivity of the
62
organisation in a significant manner (Dunbar and Burgoon, 2005). If the employees are satisfied
at their workplace then they will perform effectively and it will be helpful in enhancing
organizational effectiveness (Davis, et al., 2000).
The environmental characteristics are also crucial and this includes both the internal and the
external environment. The organizations in the modern world need to make necessary
adjustments in order to comply with the changes in the internal and external environments
(Heffernan and Flood, 2000). The third important factor, which can affect organizational
effectiveness, includes human characteristics (Kellogg, et al., 2006). Research shows that the
human factor can affect the achievement of goals of the firms in a very broad manner. If there is
any link between the individual and organizational goals then the organization will be very
highly effective (Kaplan and Norton, 2001). Similarly, if there is any clash between the
individual and organizational goals then it will result in ineffective performance of the
organization (Lawrence and Robinson, 2007). In his literature review Pfeffer (2005) has
discussed some characteristics, which employees should have in order to help the organization to
achieve effectiveness. It includes that employees should be satisfied with the organization; that
they should be committed to the organisation; that the goals and motives of the employees
should not be in conflict with the organisation’s goals; that they should have the necessary
knowledge in order to perform their jobs in an effective manner and, more importantly, that they
should have a sense of belongingness.
The managerial policies and practices are also important factors, which can create an impact on
organizational effectiveness (Ricardo and Wade, 2001). It is a fact that employees are not able to
achieve inadequate and inappropriate goals that are set by management which affect their job
satisfaction. Poor management could also result in wastage of the organisation’s financial and
human resources because the resources of the firm are deployed in those projects, which are not
realistic and cannot be achieved (Steensman and Corley, 2000).
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Table 2.14: Factors Contributing to Organisational Effectiveness
Organisational Environmental Employee Managerial policy and practices

characteristics characteristics characteristics
Structure External Organisational Strategic goal setting

Decentralisation Complexity Attachment Resource acquisition and
Specialisation Stability Attraction utilisation
Span of control Uncertainty Retention Creating a performance
Organisation size Internal (climate) Commitment environment
Work unit size Achievement Job performance Communicate process leadership
Technology orientation Motives, goals and and decision making
Operations Employee centeredness need ability role Organisational adaptation and
Material Reward-punishment clarity innovation
Knowledge
2.5.4 Models of Organisational Effectiveness
There are different approaches to organizational effectiveness, which have been discussed in the
organizational effectiveness literatures. In this section of the chapter, the researcher has
discussed some of the common approaches to organizational effectiveness. The approaches to
organizational effectiveness are helpful in adopting different criteria in order to measure
organizational effectiveness (Lawrence and Robinson, 2007).
 2.5.4.1 Greatner and Ramnarayan’s Four Organisational Effectiveness Approaches
Greatner and Ramnarayan (1983) introduced four distinct types of approaches to Organisational
Effectiveness:
3- General Output Measures 1- Process/Structure General Measures
4- Organisation-Specific Output Measures 2- Process/Structure Organisation-Specific
(Greatner and Ramnarayan, 1983)
The first approach measures the general output of an organisation such as accounts, or
organisational survival, whereas the ‘Organisation Specific’ approach measures output in terms
of particular organisational goals and objectives. The other two approaches focus more on
measuring organisational structure: The ‘Process/Structure General Measures’ are concerned
with theoretical ideas and perceptions of management processes and organisational structure. On
the other hand, the ‘Process/Structure Organisation Specific Measures’ are concerned with the
organisation’s structure and the efficiency of its processes. They also remind us that in assessing
64
organisational effectiveness, political models play a crucial role. They believe that the political
model defines effectiveness in terms of the relationship between coalitions that exist within an
organisation.
 2.5.4.2 Robbins’ Four Organisational Effectiveness Approaches
According to Robbins (1990), there is a unanimous agreement among scholars that the analysis
of organisational effectiveness requires multiple criteria, through which to evaluate different
functions. Therefore, both means (long-term goals) and ends (short-term goals) must be
considered. He added that:
‘the degree to which an organisation attains its short-term (ends) and long-term
(means) goals, the selection of which reflects strategic constituencies, the self-interest of
evaluator and the life cycle of the organisation’ (Robbins, 1990, p.77)
Robbins eventually categorised the approaches into four types:

1- Strategic-Constituencies Approach 3- Goal Attainment Approach
2- Competing Values Approach 4- System Resource Approach
(Robbins, 1990)
He also mentioned that these approaches are not problem-free. For example, the Goal Attainment
Approach, according to Robbins (1990) and Warriner (1965) encounters the ‘goal multiplicity
problem’, since an organisation’s actual goal is not always the same as the one it officially
announces. As Cameron (1984, 1986) argued, this approach works only when goals are clear,
time bound and measurable.
This approach to organizational effectiveness views the organization as an open system. It also
assumes that an organization consists of interrelated systems, which acquire the inputs, engage in
the transformation process and generate the outputs, which are also considered as the final
products of the organization. The organizational efficiency shows how effectively organizational
inputs are transformed into the outputs. If any of the organizational systems perform
inadequately then it affects the overall performance of the firm. The systems approach examines
the different variables such as relationships with the environment, organisational efficiency,
65
employee satisfaction and level of conflict among the different groups within the firm. The
system approach also has some major problems, as outlined below:
1- Whatever an organisation proposes as the reliable and valid measure,

such as ‘flexibility of response to environmental changes’ can be constantly
challenged
2- According to Robbins (1990) this approach concentrates the methods of

achieving Organisational Effectiveness. Yet again, this approach is only useful
in the situation when there is a clear connection between outputs and inputs.
The third approach, focussing on strategic constituencies, brings to the attention the point that the
organisation is only effective if it can satisfy the demands of those constituencies in its
organisational environment that require support for their existence (Pfeffer and Sadancik, 1978).
The strategic constituencies’ approach to organisational effectiveness reflects that every
organisation has several constituencies with different degrees of power. Therefore, effectiveness
is defined in terms of the degree to which the expectations and requirements of the strategic
constituencies are satisfied by the management of the firm. In order to ensure the survival of the
firm, it is first important to identify the constituencies, which can cause threats to the
organisational survival (Pfeffer and Sadancik, 1978). Pfeffer (2005) believes that implementing
the strategic constituencies approach could be helpful for organisations to minimize the impact
of strategic constituencies on the organisational operations, which is ultimately helpful in
enhancing organisational effectiveness. This approach is favourable where constituencies have a
large amount of influence on the organisation, and the constituencies’ demands must be
responded to promptly by the organisation (Cameron, 1984). Robbins (1990) argues that there
are two main problems with this approach: it is extremely difficult to segregate strategic
constituencies from a large organisational environment, and it is almost impossible to identify
what is expected from an organisation by its strategic constituencies.
The fourth and last approach, which this thesis has used as its foundation, is the Competing
Values Framework (CVF), which offers an integrative perspective (Quinn and Rohrbaugh, 1981,
1983). This approach is based on assumption that:
66
‘There is no best criterion for evaluating an organisation’s effectiveness.
There is neither a single goal that everyone can agree upon nor a
consensus on which goal takes precedence over others. Therefore the
concept of organisational effectiveness itself is subjective and the goals
that an evaluator chooses are based on his or her personal values,
preference and interest.’ (Robbins, 1990:78)
The CVF was developed initially by Quinn and Rohrbaugh (1983) from research conducted into
the major indicators of effective organisations (Campbell, 1977). The main premise behind the
CVF is that organisational effectiveness depends on the organisation’s ability to satisfy multiple
performance criteria based on four value sets (Quinn, 1988; Cameron and Quinn, 2006). They
argue that the CVF is the best model available in organisational research to help organisations
plan and manage major change.
Researchers have used this framework for different purposes. The research conducted by Quinn
and Rohrbaugh (1981), using Campbell’s (1977) thirty organisational effectiveness criteria
resulted in the formulation of three sets of competing values:
1- Control versus Flexibility
2- Organisation versus People
3- Means versus Ends (Quinn and Rohrbaugh, 1981)
The first axis reflects the extent to which an organisation has a control orientation, running from
emphasis on control to emphasis on flexibility. The second, shown as the horizontal axis,
concerns whether an organisation is orientated towards internal or external organisation or, in
another words, emphasis on the well-being and development of people in the organisation versus
emphasis on the well-being and development of the organisation itself. The final dimension is
related to organisational means and ends, spanning an emphasis on an important process, for
example, planning and goal setting, to an emphasis on final outcomes, for example, resource
acquisition. This approach shows that people within the organization have different goals which
are based on their preferences, personal values and interests, therefore, there is less chance that
they can develop a consensus about which goal should be given preference over another.
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This study adopted this framework to measure the organisational effectiveness of organisations
from a subjective perspective in this study. Figure 2.5 shows how the three dimensions produce
four quadrants, each representing a distinct model: the Human Relation Model, the Open System
Model, the Rational Goal Model, and the Internal Process Model (Cameron and Quinn, 2011).
Figure: 2.5: Competing Values Framework
Flexibility
Human Relation Model Open System Model

Means: cohesion, morale Means: flexibility, readiness
Ends: human resource development Ends: growth, resource acquisition
Internal External
Means: information management, Means: planning, goal setting

communication Ends: productivity, efficiency
Ends: stability, control
Internal process model Stability Rational goal model
Source: Cameron and Quinn, 2011
2.5.5 Measuring Organisational Effectiveness
As already mentioned, in order to understand organisational effectiveness what is required is first

to understand an organisation’s goals and objectives, since they are the means of an
organisation’s existence. As Daft (2001) mentioned, organisational effectiveness can be
evaluated by looking at how an organisation is attaining its multiple goals, both official and
operative. In general, it is managers who define the factors through which to measure the
effectiveness of an organisation. While many organisations still use traditional effectiveness
indicators such as productivity, many top managers in leading organisations are now using new
factors such as customer satisfaction or employees’ happiness. Some of these measurement
methods are mentioned below.
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 2.5.5.1 Contingency Approaches (Daft, 2001)
The contingency approaches have been viewed as one of the most comprehensive methods of
measuring effectiveness introduced since 1957. The approach has gained popularity among
scholars because effectiveness is measured in different stages and not only by final output or
how the system works. They consist of three approaches, namely a ‘resource based approach’, an
‘internal process approach’ and a ‘goal approach’. These integrative approaches generally
measure effectiveness by looking at an organisation as one united system, which encompasses
several stages, bringing resources in from the environment, transforming them, and delivering
them back to the environment.
Figure 2.6: Measure of Organisational Effectiveness by Using Contingency Approaches
Inputs Process and Activities Output
Resources Internal Goal
Based Process Attainment
Approach Approach Approach

Source: Daft, 2001, p64-65
Goal Attainment Approach
The goal attainment approach measures effectiveness by measuring an organisation’s output,

which can be financial (profit and market share) or non-financial (customer satisfaction), and
whether or not it has managed to achieve its desired goals and objectives. The approach
measures effectiveness by comparing what has been achieved with what the organisation hoped
to achieve. As mentioned before, it is difficult to measure effectiveness using official goals as
they are normally very abstract, whereas using operative goals usually proves more productive.
This approach has gained popularity among business organisations as it is easier in such
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organisations to measure output goals by evaluating their profitability, growth, market share, and
return on investment. As mentioned previously, however, there are some major problems with
this approach such as goal multiplicity and the challenge of how to distinguish operative goals
and measure goal attainment.
Generally speaking, business organisations use objective indicators such as profit or growth to
measure effectiveness through goal attainment approach. Nonetheless, subjective indicators are
equally important in order to measure other goals such as employees’ welfare and corporate
social responsibility. Sometimes, quantitative data is not easily available to measure
effectiveness and therefore top managers rely on subjective perceptions of goal attainment such
as information from customers, competitors, suppliers and employees (stakeholders). In the case
of this study, financial data was not available, for reasons mentioned previously and therefore the
researcher was forced to base the analysis of effectiveness on information received from people
involved in the organisations in the sample. Therefore, for this main reason the researcher was
not able to use the contingency approach for measuring organisational effectiveness.
The Resource-Based Approach
The resource-based approach evaluates effectiveness by looking at how an organisation obtains

and manages its resources (inputs). It looks at the process of obtaining valuable and scarce
resources such as financial and human resources, and raw materials. It also looks at how
organisations manage them, including their ability to use tangible resources (people) and
intangible resources (knowledge) on a daily basis, and the ability of an organisation to respond
accurately and appropriately to changes in the environment. This approach is favoured where
other indicators of effectiveness are unavailable or difficult to measure.
Internal Process Approach
The third of the contingency approaches is the ‘Internal Process Approach’ or ‘Maintenance
Model’ (Bennis and Nanus, 2004; Nadler and Tushman, 1980) which is based on assessing
internal factors such as efficiency and internal health, in order to measure effectiveness.
According to this approach an effective organisation is one, which is smoothly run and has well
organised processes where employees are working as a team and productivity is high. It also
takes into account whether employees are happy and satisfied. In this approach, the external
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environment does not play a role and therefore the main focus is what an organisation does with
its resources in its internal processes in order to become effective.
Human relations play a crucial role in the Internal Process Approach, as there is a direct relation
between human resources and organisational effectiveness. The approach is based very much on
subjective, rather than objective assessments of organisational effectiveness.
In the internal process model outlined in his book, Daft (2001) draws up seven indicators of
organisational effectiveness:
1- Teamwork, loyalty and team spirit.
2- Strong organisational culture and positive working climate.
3- Trust and open communication among employees.
4- Decision making according to information regardless of where the source of

information is located in the organisation’s chart.
5- Proper and undistorted vertical and horizontal communication and sharing relevant
information among employees.
6- Systems of reward and punishment to show appreciation to those people who create an
effective working group.
7- Finding solutions that serve an organisation’s interests, as conflict may arise over a
project, or through interaction among different parts of the organisation.
(Daft, 2001, p. 68)
Internal processes can be very important to organisations, for creating a harmonious use of
resources and internal functioning in the organisation as a way of measuring effectiveness.
According to Deal and Kennedy (1982), committed, conscientious and happy employees as well
as a strong organisational culture can help an organisation to be more effective in the long run.
However, this approach also has its own shortcomings. The main limitation being that it
completely ignores the relationship between the external environment and the organisation’s
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total output. As mentioned before, evaluation in this approach is mainly subjective as many
factors in an organisation’s internal process are not quantifiable.
Overall, contingency approaches were very promising methods for measuring organisational
effectiveness for this study and it was considered at the beginning of the research. However, due
to many reasons including organisations’ unwillingness to provide the researcher with solid
information and data and as this approach at some level required objective data for analysis the
researcher decided to use other methods of measuring organisational effectiveness, in particular
the CVF. However, it is worth mentioning that some aspects of the internal process approach is
quite clearly visible in the CVF method and this research makes best use of these elements in
measuring organisational effectiveness and in that sense the researcher contributes to the strength
of measuring organisational effectiveness.
 2.5.5.2 Balanced Effectiveness Approaches
Similar to the Contingency Approaches, ‘Balanced Effectiveness Approaches’ also measure

effectiveness by looking at multiple aspects of an organisation rather than focusing on just one.
However, contrary to contingency approaches, balanced approaches are very much based on
subjective information, in particular the CVF, and that was why it was chosen for this study. In
these approaches, various indicators of effectiveness are brought together and presented in a
single framework. There are two main Balanced Effectiveness Approaches, namely the
‘Stakeholder Approach’ and the ‘Competing Values Framework’.
The Stakeholder Approach
Stakeholders are groups of people who are either directly or indirectly related to an organisation,
such as suppliers, managers, and customers. They can be divided into two groups: internal
stakeholders (owners, managers and employees) and external stakeholders (suppliers, customers
and government). As each group of stakeholders has different interests in the organisation, the
criteria of effectiveness are different for each of them. Each group’s satisfaction can be
considered to be an indicator of an organisation’s effectiveness to that set of people.
Daft (2001), in his research on ninety-seven small businesses in Texas, identified the different
perceptions of effectiveness held by seven main groups of stakeholders.
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Table 2.15: Stakeholder’s Effectiveness Criteria
Stakeholder group Effectiveness criteria

Owners Financial return
Employees Workers’ satisfaction, pay, supervision
Customers Quality of goods and services
Creditors Creditworthiness
Community Contribution to community affairs
Suppliers Satisfactory transactions
Government Obedience to laws and regulations
Source: Daft, 2001
The main advantage of the stakeholder approach is that it takes into account factors from the
external environment as well as from within the organisation. According to this approach there is
no single best measure of effectiveness. It views effectiveness from different perspectives by
measuring criteria such as input, internal processing and outputs, and for that reason, the
approach is gaining popularity. Nowadays, managers care about an organisation’s reputation
because, if it performs poorly with respect to certain stakeholders’ interests, it may not be able to
achieve its goals in the long run. They need to make sure that satisfying some stakeholders’
interests does not result in others’ interests being neglected.
The Competing Values Framework Approach
Since its introduction in 1983, the Competing Values Framework has been widely used by
managers and researchers due to its comprehensiveness in measuring effectiveness (Helfrich, et
al., 2007; Kokt and Merwe, 2009). The approach has been developed by taking into account the
diverse performance indicators introduced by other researchers. Quinn and Rohrbaugh (1981,
1983) studied about the cultural type where they devised terminology and models to be used in
identifying types of culture. (i.e. human relations model, open system model, rational goal
model, and internal process model). The Competing Values Framework (CVF) is a method that
can be utilized to evaluate the effectiveness in an organization by looking at cultural aspects of
that organisation (Cameron and Ettington, 1988). It is considered that stability in an organization
is a positive factor where, at the same time, organisations are expected to be flexible and adapt
for change. Further, it is necessary to have growth and new resources for an organization to
survive, however, it needs to be done with a significant level of communication and formality
(O'Neill and Quinn 1993).
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Additionally, CVF can be used as a method to evaluate organisations in different stages of the
life cycle (Quinn and Cameron, 1983) as organisations in the modern era are changing from open
system with human contacts to internal process and rational goals. Therefore, objective
achievement and the results become basic criteria to evaluate the effectiveness of an organisation
striving to achieve stability. CVF is a valid and concentrated to way to evaluate effectiveness by
examining the main values of an organization (Kwan and Walker, 2004; Cameron, et al., 2006;
Hartnell, et al., 2011).
As mentioned before, Quinn and Rohrbaugh (1981, 1983) devised the CVF by studying 30
measurements that were used in identifying organizational effectiveness in past empirical
studies. The outcome was the three dimensional model of organizational effectiveness
comprising of focus, organizational structure, and ends-means. When carefully evaluated, there
were four models identified in the three-dimension model namely open systems model, human
relations model, internal process model, and rational goal model (Quinn and Rohrbaugh, 1981;
Cameron, et al., 2006).
The human relations model in the first quadrant in the upper left corner of the diagram values
flexibility and internal focus and is concerned with employees and environment. In this mode the
development of human resources is a major concern of management and normally managers try
to provide equivalent opportunities to every employee to help them develop. The main elements
in this model are cohesion, teamwork, morale and training (Cameron, et al., 2006; Cameron and
Quinn, 2011). The ‘Open System’ model in the upper right corner of the diagram values
flexibility and external focus, which is similar to the ‘System Resource Model’. In this model the
main management goals are growth and resource acquisitions, achieved through emphasis on a
good relationship with the environment. The main elements in this model are readiness,
innovations and a positive external environment (Cameron, et al., 2006; Cameron and Quinn,
2011).
The Rational Goal Model in the lower right part of the diagram values stability and external
focus, which is very similar to the Goal Attainment Model outlined before. In this model the
main priorities are productivity, efficiency and profit. The managers’ main concern is how to
achieve the optimum output in a controlled system. In order to achieve an organisation’s
optimum goals managers use tools such as internal planning and goal setting. Finally, the
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Internal Process Model in the lower left part of the diagram values stability and internal focus.
The main priority in this model is to maintain a stable organisation that is well established in its
environment and can hold its position in the long run. In order to be a stable organisation
managers need to make sure the organisation has a good means of communication (vertically and
horizontally) as well as appropriate methods of decision-making and transferring information
(Cameron, et al., 2006; Cameron and Quinn, 2011).
In the CVF approach all four competing values exist simultaneously but some have more value
and are prioritised over others. Another thing that marks out the CVF from other approaches is
that it shows how organisations may change according to shifts in environment and leadership or
depending on the position in their life cycle from youth to maturity to decline (Quinn and
Cameron, 1983).
By utilizing CVF, questions in the organizations can be identified and answered based on
different views (Quinn, et al., 1990). This study adopts CVF as a measurement method for
measuring organisational effectiveness in this study as well as using Camron’s (1986) study,
which is also based on CVF. There are several reasons for choosing the CVF as a base model for
this study, one of which is that CVF helps measure organisational effectiveness by investigating
the organisational culture of the organisations and as this study intends to investigate the impact
of organisational culture on organisational effectiveness it proved the best and most suitable
method for this study. Furthermore, CVF helps an organisation to identify the effectiveness of
their objectives where the analysis can be done in a simple and easy to understand way
(Cameron, et al., 2006; Hartnell, et al., 2011). Moreover, diagrams generated give a platform to
address issues related to organizational effectiveness and performance (Quinn et al., 1991;
Hartnell, et al., 2011).
2.5.6 Impact of Organisational Culture on Effectiveness
A benchmarked study in the field of evaluating the relationship between organizational culture
and effectiveness was a conducted in 1982 with Peters and Waterman's In Search of Excellence.
There are ample definitions for organisational culture where it was defined by Deal and Kennedy
(1982) as a set of values of the organisation that are used in dealing with structures, people and
motives of the organisation, which affects the behaviour of individuals within the organization,
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and consequently influence organisation performance and success. Schein (2010) states that
organisational culture is the answer for many organisational issues, where even newcomers to the
organisation also need to be educated about the organisational culture to fit into the existing
method of problem solving.
Frost (1985) identifies the organisational culture as the glue holding together several components
and he defines culture as the way in which activities are carried out in organisations including
decision-making. Moreover, investigations have proved that participatory decision-making
improves the performance of the organisation. (Denison, et al., 1995; Denison, et al., 2004).
Furthermore, organisational culture, consisting of the components strengths, adoptability and
ability to respond, also act as a predictor of organisational performance. (Gordon and DiTomaso,
1992; Kotter and Heskett, 1992; Lejeune and Vas, 2009; Demir, et al., 2011). Cultural strength
according to Luthans (1995) totally depends on two main factors, namely, sharedness and
intensity. Sharedness is generally related to homogeneity in which all members of the
organisation share the same core values. On the other hand, intensity is related to organisation
members’ commitment to those values. A connection can be observed between an in-depth
culture and the organisation’s effectiveness.
Boggs's (2004) studied the results of 22 studies of organizational culture and effectiveness and
concluded that there is a connection, which exists between the two phenomena. Strong cultures
consist of members who hold shared values, traditions and beliefs and it act as an important need
to retain the performance (Deal and Kennedy, 1982; Peters and Waterman, 1982; Demir, et al.,
2011). Furthermore, the culture-effectiveness concept has attracted many scholars and
researchers (Cameron, et al., 2006; Hartnell, et al., 2011). Scholars such as Martin (1992), who
introduced the three paradigmatic perspectives, namely integration, differentiation, and
fragmentation, study culture-effectiveness in terms of these three perspectives. She notes that
integration studies, ‘make claims that culture characterised by consistency, organisation-wide
consensus, and clarity will lead to greater organisational effectiveness, as indicated by greater
cognitive clarity, commitment, control, productivity and profitability.’ (Martin, 1992, p. 104). On
the other hand, the other group of researchers, as Martin notes, are those who believe that a
differentiation perspective can help organisations to improve effectiveness:
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‘some differentiation studies claim that, because of inconsistencies and a lack of
organisation-wide consensus, supposed benefits do not occur. Other
differentiation studies question the wisdom and ethics of values engineering for
profit. Finally, some differentiation studies see conflict expression as
constructive- a different approach to deciding what effectiveness might be.’
(Martin, 1992, p.104)
In the third perspective, fragmented studies’ ambiguity plays a crucial role and varies from one
organisation to another. This kind of study always encompasses different opinions on the effect
of ambiguity on performance, whether positive or negative, and those who believe in the benefit
of ambiguity are not agreed on whether it should be controlled, or not. Nonetheless, other types
of fragmentation study try to avoid the argument about whether there is a link between ambiguity
and effectiveness and, instead, try to look at ambiguity as an inevitable attribute of life.
Eventually, Martin (1992) notes that this perspective is appropriate for analysing those public
sector organisations that continually change.
However, generally speaking as Broadfiled et al. (1998) argue, there is a shortage of empirical
and academic evidence to support the idea that there is a strong relationship between culture and
organisational effectiveness (Gregory, et al., 2009; Zeheng, et al., 2010; Hartnell, et al., 2011).
An illustration of such studies is the study of Peters and Waterman (1982), in which they did not
find any logical and rational link between culture and performance. The two main problems in
the Peters and Waterman study were, firstly, their measurement methods have been questioned
by other researchers and, secondly, those companies used as an example of successful and
prosperous companies were actually having serious financial problems (Broadfield et al., 1998).
Moreover, Gordon and DiTomaso (1992) note that having a strong culture in an organisation, as
Deal and Kennedy argue, as the basis for long term success, is the important factor for achieving
short term success (Denison, et al., 2004).
2.5.7 Organizational Culture and Effectiveness Using the Competing Values Framework
in the Present Study
CVF is a frequently used tool for identifying features of culture that affect organisational
performance (Cameron, et al., 2006; Cameron and Quinn 2011; Hartnell, et al., 2011). Research
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shows that different features of the organisational culture create a significant impact on
organisational effectiveness, therefore, these features are given particular importance by the
management of the organization in order to enhance and measure the organisational effectiveness
(Yeung, et al., 1999; Dension, et al., 2004; Demir, et al., 2011).
For analysing organisational culture and organisational effectiveness, Hatch (1997) introduced
two perspectives, namely, Interpretivist and Modernist. Researchers in the Interpretivist
perspective, by using ethnographic observation, study artefacts and symbols in the situation in
which they occur and let organisational members use them in their own way. The modernist
perspective, on the other hand, has a different view of culture. Researchers in the modernist
perspective have an aim to provide general knowledge that can be applied across cultures, which
in their view, would be more efficient and practical than the Symbolic perspective. (Hatch, 1997,
p. 232). Quinn and Rahrbaugh’s (1984) competing values framework also follows the modernist
perspective, by saying that organisational effectiveness is subjective, and that goals preference is
based on personal values and interests (Cameron, et al., 2006; Cameron and Quinn, 2011). They
identified as the basic sets of competing values: 1- Flexibility vs. Control, 2- People vs.
Organisation, and 3- Means vs. Ends.
There are two common assumptions regarding the CVF model. One of the assumptions is that it
believes that congruent cultures are necessary for organisational success and the other
assumption is that organisations having consistent and supportive organisational cultures are
better performing than other, which does not have such a culture. The Organisational Culture
Assessment Instrument (OCAI), which was designed by Cameron and Quinn is based on CVF,
and uses two out of the three dimensions that are used in CVF and it is used to identify the
current organisational culture in comparison to most desired organisational culture type. Further
the model uses two dimensions namely flexibility and discretion versus stability and control and
internal focus and integration versus external focus and differentiation. The two axes are used to
develop a matrix with four quadrants representing cultural subsystems namely hierarchy, clan,
market, and adhocracy.
Furthermore, CVF states that the organisational effectiveness is dependent upon organisation’s
capability to reach desired results in every cultural type (Cameron, et al., 2006). If the
organisation is capable of achieving the desired results in every cultural type then it shows that it
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is performing effectively (Christensen and Overdorf, 2000; Kokt and Merwe, 2009, a, b). While
developing an organisational development intervention, a diagnostic model needs to be used to
visualize where the CVF can be utilized to evaluate the impact of the organisation’s culture on
organisational effectiveness (Kwan and Walker, 2004). By using this framework, organisational
values and beliefs that are connected to the effectiveness of the organisation can be identified
while developing strategies based on the culture types identified by the model (Hartnell, et al.,
2011). The CVF also indicates organisational stakeholders’ views about the organisational
effectiveness. The views of the key stakeholders are crucial because without ensuring the
satisfaction of its stakeholders, the organisation cannot achieve effectiveness (Fedor, et al.,
2001).
This study adopts the CVF as its main methodological framework because of the methodological
advantages that the CVF provides for the researcher to investigate organisational culture and
organisational effectiveness from multiple perspectives rather than one perspective such as
productivity or goal achievement only.. So far in this chapter the researcher has explained the
concepts of organisational culture and organisational effectiveness as well as exploring the
concept of national culture as the one of the major elements that has an impact on organisational
culture. The next part is dedicated to the concept of leadership style as it plays an important role
in the relationship between organisational culture and organisational effectiveness. Although,
there are countless studies of the relationship between leadership style and other concepts
including organisational culture and organisational effectiveness, there is a lack of empirical
studies that show the impact of leadership style on the culture-effectiveness relationship as a
mediator which this study intends to address. Therefore, the next section intends to review the
leadership style literature in order to provide deeper knowledge of this concept.
2.6 Leadership Styles

This section of the literature review chapter is focused on discussing the different leadership
styles and identifying the relationship between leadership styles, organisational culture and
organisational effectiveness. It is important to know what is known and understood about
leadership style before we can further analyse the relationship of leadership styles with other
organisational components such as organisational culture and organisational effectiveness. There
are many leadership theories some of which have existed since 100 years ago and these theories
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include 1- Great man (1900), Behaviour-Triats theories (1960), Charismatic leader (1970),
Contingency/Situational theories (1960-1980), Transactional/Transformational theories (1980)
and System leaders (1990). However, this part of the literature review intends to examine only
those leadership theories that are related to this study namely situational theories, and
transformational and transactional theories. Furthermore, the different leadership styles including
transformational, transactional and passive leadership styles have been discussed in this section.
2.6.1 Importance of Leadership for Modern Organisations
Leadership always plays a significant role in the growth and development of any organisation
(Adamson and Dornbusch, 2004). The leaders in the professional business environments guide
employees and closely monitor their performance in order to ensure that the employees are
directed towards the achievement of specific organisational goals and objectives (Landrum, et
al., 2000). Lawler (2003) believes that there is a positive relationship between effective leaders
and appropriate leadership styles, employee motivation and staff performance. The effective
leaders are leading the employees especially during difficult times and guide their followers in
order to overcome problems and challenges (Grojean, et al., 2004).
Miroshnik (2002) stated that leadership is very important nowadays for business organisations
because they are operating in an era where business environments are changing on a very rapid
basis. This requires timely and accurate decisions, which can be taken by the leadership of the
company considering the situation and business requirements (Avolio, et al., 2003). The
effective decisions taken by the leaders enable the organisation to cope with business challenges
and perform effectively (Walumbwa and Lawler, 2003). However, it is essential that leaders be
proactive and are capable of taking responsibility for their decisions (Landrum, et al., 2000). It is
a fact that nearly all the academic researchers and scholars are agreed upon the fact that effective
leadership is crucial for the success of any business; however, the people from the world of
academia are interested in identifying what are the leadership styles, which can be helpful to
achieve the desired results (Jung, et al., 2003). There are various opinions among researchers on
this topic, which shows that leadership styles can be adopted and transformed according to the
requirements of the organisation (Walumbwa, et al., 2004).
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Bass and Avolio (1995) believe that any organisation, regardless of its size or industry it operates
in, which needs to achieve specific objectives and ensure the motivation and satisfaction of the
employees requires effective leaders who can play their role in order to ensure the achievement
of desired goals and objectives. However, in studies conducted in different industries it has been
highlighted that the transactional style of leadership in industrial organisation is more effective
than the transformational leadership style (Dasmalchian, et al., 2001). However, in service based
organisations, transformation leadership style is preferred because it enhances job satisfaction
and encourages staff to make extra effort in order to achieve the specific objectives. The laissez-
faire style is usually adopted by leaders with low education attainment and lack of management
experience (Walumbwa and Lawler, 2003). These leaders can never ensure staff motivation and
commitment in the professional working environment. The next section will contain detailed
information regarding leadership style which will be helpful in understanding different styles of
leadership.
2.6.2 Situational Theories
Situational theory assumes that the best leadership theory is the one that discusses the interaction
between the leader’s traits, the leader’s behaviour and the situation that the leader is in.
According to McGregor (1960), the theoretical models X and Y introduced two opposite
perceptions of human nature: one positive designated as “theory Y” and other negative and
designated as “theory X”. The theory is based on the presumption that the behaviours of
managers themselves are derived from their perception of employees. Therefore, theory X
includes a negative presumption that not all employees like their work and that they will avoid it
by any means possible. In this situation, the behaviour of managers is focused on control,
guidance and influencing the employees within the scope of their tasks and assignments. On the
other side, theory Y assumes a positive perception of human nature. Accordingly, the employees
in this scenario are positively oriented toward their work duties. In addition, the managers’
behaviour is filled with encouraging, positive and rewarding activities.
In situational leadership theory introduced by Guest, et al. (1977) it is argued that leadership
behaviour normally falls into two main domains: 1- those leaders that are concerned about the
task (Task orientated), and 2- those leaders that are concerned with relationships (employee or
relationship orientated). This behaviour is labelled as delegating, participating, selling and
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telling. Based on this theory it could be deuced that the life cycle of employees divides into 3
stages in which at the beginning and when employees are young there is a need for leader that is
task orientated whereas when they grow older or become mature there is a need for a leader with
a relationship orientation (socio-emotional support) and less task and structure orientation.
Finally, beyond a certain level of maturity there is a need for a leader who combines both as a
balance
This theory, in order to define leader effectiveness, considers two variables: 1- leadership style
and 2- the degree to which the situation in which leaders are operating is favourable for influence
(Fiedler, 1967). In fact, the concept of situational favourability or how a leader influences
followers, introduced by Fiedler, was defined as a combination of leader-member relationship,
task structure and power.
On the other hand, what path and goal theory, which is derived from the expectancy theory of
motivation, suggests is that the leaders’ behaviour will have a major impact on employees’
motivation and satisfaction (House and Mitchell, 1974). House and Mitchell (1974) argue that in
order to achieve higher employee satisfaction, leaders should clarify goals for employees as well
as explaining the paths for achieving them. They further argue that the importance of followers
emerged in leadership studies and leadership acts as a mediator or interaction between the goals
of the followers and leaders. Furthermore, path and goal theory suggests that leaders themselves
are to take responsibility for assisting their followers in developing certain behaviour, which will
allow them to achieve planned objectives and desired results (House and Dessler, 1974). The
influence that a successful leader can express through appropriate behaviour includes 1- The
structure of the tasks; 2- The followers’ autonomy; 3- The followers’ motivation
Vroom and Yetton (1973) additionally developed the Vroom-Yetton leadership model. This is
actually a model based on the decision making process and a presumption that a highly efficient
leadership style when it comes to the decisions issue includes the choice between two goals: 1-
making a decision of an appropriate quality, or 2- focusing on acceptance of the decision by
subordinates. When it comes to the other theories about leadership, which are derived from this
work, we have to mention the vertical dyad linkage theory or the leadership-exchange theory
(Graen, 1976). With this theory, the relationship between leaders and followers is explained in
such a way that these relationships actually influence the leadership process itself. It is worth
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mentioning that the relationship between a leader and certain groups may influence the type of
work, which is assigned to these groups. In addition, they have found its value in dealing with
the relationship between followers and leader on the individual level.
Herzberg (1964) makes a differentiation among elements of the workplace, which can influence
an employee’s satisfaction or dissatisfaction. The elements that cause satisfaction include
motivators due to the simple fact that the employees are motivated to reach them. The additional
set of 25 elements Herzberg marks as hygiene factors, because they are essential in preventing
employee’s dissatisfaction. The connection of this theory to the leadership is in its potential to
provide leaders with an insight into processes, which can reduce dissatisfaction and create an
environment where employee’s satisfaction and performance can be increased.
The situational theory is the root of transactional-transformational theory that was introduced by
Burns (1979) and Bass (1985). Therefore, it was necessary to explain situational theories in order
to understand the nature and root of transactional and transformational theory as well as how it is
emerged from situational theory.
2.6.3 Transactional - Transformational Theory
Among all theories of leadership that relate to effective organisational change, the most
prominent theory is transformational-transactional. In the study of leadership Burns (1979)
conceptualised transformational and transactional leadership styles in order to differentiate
between ordinary and extraordinary. Burns argues that transactional leadership is based on
conventional exchange relationships, similar to a contract between two people, in which in one
party, the follower, provides labour, productivity and loyalty in exchange for expected rewards,
whereas, in transformational leadership the main concern of leaders is to improve followers’
consciousness level about the importance of work and value of the outcomes as well as how to
achieve them. Furthermore, leaders try to motivate followers to exceed their self-interest in the
work in order to achieve higher outcomes for the sake of the mission and vision of the
organisation.
Leaders are hoping that by engaging followers emotionally, intellectually and even morally to
encouraging them to develop their skills they will perform beyond expectation (Bass, 1985).
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According to Burns (1979) leaders in transformational leadership in order to achieve the
organisation’s objectives and strategies engage in the process of promoting influential and major
changes in organisational attitudes. On the other hand, Bass (1985) argues that in transactional
leadership leaders create the organisational culture for the organisation based on existing rules
and procedures while transformational leaders change the culture based on a new organisational
vision and create new assumptions, values and norms. For example, if an organisation requires
an adaptation of the new technology, the role of leaders is critical in the success of the changes
required. Bass (1985) based on Burns’s (1979) argument developed a model of transformational
and transactional leadership which since the introduction of the model has gained major
popularity among scholars.
 2.6.3.1 Leadership Styles
In this section, the information about the different leadership styles that are derived from the
transactional-transformational theory of leadership and used in this study has been provided. It
would be more appropriate for the organisational leaders to adopt the leadership style that can
help them to lead the people effectively and ensure improvement of employees’ motivation and
commitment essential to achieve the desired level of performance (Cable and Judge, 2003).
According to Smith (2004) leaders should adopt the leadership style that helps them to gain the
trust and confidence of the followers and reform their attitudes and behavior at the workplace.
The leadership style should also encourage effective communication among all levels of
employees in order to minimize misunderstanding and improve the overall efficiency of the
business operations (Jandaghi, et al., 2009). Research shows that when trust is established among
all levels of employees they are ready to act according to the instructions and guidelines of their
leaders (Denison, et al., 2004).
The most commonly discussed leadership styles include transactional, transformational and
passive/avoidant (Bass, 1985; Avolio, 1999; Avolio and Bass, 2004; Jung et al, 2003). They are
presented through the relationship between transactional and transformational leadership theory.
This practically means that transactional leadership assumes more traditional perceptions of
employees and organisations. In addition, this leadership includes the power elements of the
leadership. Nevertheless, it investigates the models, which can contribute to motivation of the
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followers through the satisfaction of the higher positioned needs and including them in the
working processes (Bass, 1985).
Transactional Leadership Style
The transactional leadership style is widely discussed and research shows that transactional
leaders in business organisations motivate their employees with different kinds of rewards in a
relationship based on exchange (Dale and Marilyn, 2008). So the relationship between a leader
and members is entirely based on rewards. The rewards are given to the employees on the basis
of their performance by leaders as described in a formal contract. Employees only perform
effectively and demonstrate the desired level of performance when they are getting the rewards
and the relationship expires when the defined contract has expired. (Zacharatos, et al., 2000;
Schimmoeller, 2010). If the leadership is not able to deliver the promised rewards then it will
negatively affect the performance of the staff members (Adamson andDornbusch, 2004). These
relations are terminated according to the contract’s regulations analogy where the structure of
rewards is jeopardized by the delays of rewards themselves. The transactional leaders are usually
communicated to their followers in order to explain that how desired tasks can be done and what
kinds of rewards they will receive after the completion of the tasks.
Transformational Leadership Style
What distinguishes transformational leaders from transactional leaders is the very idea which is
created by transformational leaders with the purpose of motivating their subordinates (Burns,
1978). Transformational leaders create a vision which motivates and inspires the followers and
encourages them to perform according to expectations (Bass and Avolio, 1994; Jandaghi, et al.,
2009). The transformational leadership style within the organisation increases the motivation and
confidence of the followers, which is essential in order to obtain the desired level of performance
from them (Howell and Avolio, 1993; Bass and Avolio, 1994; Jung, et al., 2003). The
transformational type of leadership influences teams through the positive movements on
Maslow’s Hierarchy of Needs where the basic needs are transformed to the higher level needs
such as achievement and confirmation (Bass, 1985). These leaders are genuine generators of
transformation of their own and the organisation’s visions on the membership level (Howell and
Avolio, 1993). Transformational leaders can have long-lasting positive influences on the
85
organisation’s structure and effectiveness in comparison to the transactional leaders, because
their influence is strictly determined by the contract relations with the members (Yukl, 2002).
Passive Leadership
Passive leadership can be defined as a combination of passive management by exception and

laissez-faire leadership (Bohn and Grafton, 2002; Avolio and Bass, 2004). There are some
researchers who believe that passive leadership can hurt the organisation significantly (Landrum,
et al., 2000) and that it is the least satisfying and least effective of the three leadership styles
(Bass, 1990; Avolio and Bass, 2004). The laissez-faire style of leadership results in interpersonal
conflicts among the staff members, role ambiguity, role conflict and psychological distress at the
workplace (Bass, 1990, a, b; Lok andd Crawford, 2004).
2.6.4 Leadership Styles, Organisational Culture and Organisational Effectiveness
Research shows that in the changing business environments, organisations are trying to achieve
competitive advantage through the effective utilization of resources (Grojean, et al., 2004;
Dension, et al., 2004; Cameron and Quinn, 2011). The effective utilization of financial and
human resources enables firms to achieve operational efficiency and ensure customer satisfaction
(Zacharatos, et al., 2000; Desphande and Farley, 2004). It is generally accepted that human
resource is the most important asset which any organisation possesses and if this resource is
rightly utilized it helps a great deal in order to enhance the effectiveness of the organisational
performance (Dale and Marilyn, 2008). Visionary and competent leaders are an important part of
the organisational human resource (Denison, et al., 2004; Schein, 2010).
According to Hennessey (1998), in order to identify the link between leadership and
organisational effectiveness, it is first important to understand how organisational effectiveness
can be achieved and what factors can play an important role in order to enhance it. Riketta
(2002) mentioned that organisational effectiveness can be achieved through the implementation
of innovative systems and processes, effective monitoring and evaluation of business strategies
and management decisions and the introduction of the sound people related strategies. Research
shows that organisational leadership in professional organisations is directly involved in the
implementation of the internal systems, measuring the effectiveness of the organisational
86
decisions, creation of the effective culture and formulation of the human resource strategies for
the employees working within the company (Walumbwa, et al., 2004). Leadership also provides
the necessary guidelines for employees that enable them to perform to meet customer demands
and the requirements of the business. (Barling, et al., 2000).
The effective style of leadership motivates team members and results in a high level of
commitment, trust and motivation which impacts the overall performance of the firm in a
significant manner (Landrum, et al., 2000: Lok and Crawford, 2004; Cameron and Quinn, 2011).
Riketta (2002) has presented an important point of view and mentioned that effective leadership
style results in motivation of the team members which is also helpful in enhancing customer
satisfaction level and achieving improved financial and business performance.
2.6.4 Leadership Styles in Iran
In this section, the researcher discusses the studies undertaken in relation to leadership styles in
Iran. The previous studies which have been conducted on leadership style in Iran show that
understanding is quite limited (Aslankhani, 1999).
Iran is a Muslim country and as part of the Islamic culture, the employees working in Iranian
organisations expect their leaders to be honest, visionary and generous (Bass, and Avolio, 1994).
The national cultures of Iranian give value to moderately low uncertainty avoidance, power
distance and societal collectivism (Dastmalchian and Javidan, 2003; Namazi, 2003; Ogunlana
and Limsila, 2007; Yeganeh and Su, 2007). Charismatic leaders can help a great deal in order to
reduce uncertainty; therefore, the preference is always given to the modest, concerned and self-
effacing leaders (Dasmalchian, et al., 2001; Yeganeh and Su, 2007; Mehrabani, and Mohamad,
2011; Marandi, and Abdi, 2011; Tojari, et al., 2011). Iranian employees prefer leaders who can
inspire and guide them and also provide care and affection to subordinates like a father (Javidan
and Dastmalchain, 2003; Tojari, et al., 2011). This is close to the transformational style of
leadership which also shows why employees in Iran tend toward transformational leadership
style. The research findings of many studies, which have been conducted on Iranian
organisations, show that visionary and charismatic leadership is preferred by Iranians
(Aslankhani, 1999). However, according to Mehrabani and Mohamad (2011) in the Iranian
87
public sector the autocratic leadership style is more predominant as power and authority is very
centralized.
In a more recent study conducted by the students of the Islamic Azad University (IAU) in Iran,
the results show that the transformational style of leadership is preferred by the majority of the
employees working in the organisations in Iran (Bikmoradi, et al., 2010). This study was
conducted with more than 100 small and medium size organisations in Iran and it reflects that
bureaucratic style of leadership is also common in some organisations mostly medium in size.
This result indicates that the employees and managers working in Iranian organisations expect
their leaders to be inspirational, visionary and willing to make sacrifices.
In a study to investigate, the effects of leadership styles and organisational culture on

effectiveness in sport organisations in Iran Tojari et al. (2011) argue that the transformational
leadership style shows significant positive influence on the effectiveness and organisational
culture of those organisations. Whereas, transactional leadership style had indirect negative
influence on organisational effectiveness and had indirect significant positive influence on
organisational culture. This shows that the leaders who are ready to lead from the front and guide
their followers in an appropriate manner are more likely to be successful in Iranian organisations
(Golabi, 2003). Furthermore, that also shows that the motivation from the leader and his or her
guidelines creates a positive impact on the performance level of the employees (Parsaju, et al.,
2009; Tojari et al., 2011).
2.7 Theories of Organisation

So far in this chapter the researcher has tried to provide the background for all constructs that are
involved in this study. In this section it was felt that it would be necessary to provide a brief
background of the theories associated with the constructs used in this study. According to
Shafritz, et al. (2011) the organisational theories classified into eight schools. The main criterion
for this selection was the development level and type of approach of these theories.
2.7.1 Classifying Process of Organisational Theories
The table 2.15 emphasizes the key elements and background of those theories which are being
used for this study. These elements include the organisational issues, results and methods of
88
research for the every school and its most distinguished representatives. Among them the two
schools which had the most significant influence on the organisational theory itself: HR (Human
Resource)/OB and Organisational/Environmental Theory. These two theories perceived the
organisation as a structure based on rational and utilitarian elements. Additionally, HR/OB
Theory puts a strong emphasis on correlation between the organisation and its employees.
The very first school, which examined the organisation as a primarily non-rational phenomena,
was the School of Multiple Consistency. This point of view was integrated into Organisational
Culture/Organisational Change School as well. This school treats the organisation as an entity
with dominant legal, interests and negotiating elements. The HR/OB School provoked
humanistic and optimistically oriented organisational ttheories. The results and conclusions of
System/Contingency theory including Institutional School were heavily dependent on the
objective, quasi-experimental approaches and analysis orientated toward quantity. However, later
they evolved new concepts including the logical and pragmatic perception of the research results
(Table 2.15).
The study of organisational effectiveness and organisational culture in this study by using the
competing value framework (Quinn and Rohrbaugh, 1981, 1983; Cameron and Quinn, 2011) has
its roots in the multiple constituencies’ school of thought which has emerged from organisational
culture and change theories. Moreover, the CVF adopts cultural definitions based on the
functional, sociological tradition. The study of leadership style in this study is based on
transformational and transactional leadership theories which have emerged from HR/OB and
organisations and environment theories, situational and institutional theories in particular
(Howell and Avolio, 1993; Bass and Avolio, 1994; Avolio, et al., 2003; Avolio and Bass, 2004).
The national culture part of this study has explored in general (Dorfman and Howell, 1988) and
specifically through studies on Iranian management culture (Analoui and Hosseini, 2001;
Dastmalchian and Javidan, 2003; Yeganeh and Su, 2007; Soltani and Wilkinson, 2011).
2.8 Gaps in the Existing Literatures

After revising and reviewing the literature related to the constructs of this study in this section
the researcher has highlighted the gaps existing in current literatures related to concepts
including organisational culture, organisational effectiveness and leadership style and this thesis
89
aims to tackle them. The identification of the gaps will also be helpful in highlighting the
contributions of this study. First, as it was mentioned before generally there is a lack of studies
focusing on the relationship among organisational culture, leadership style and organisational
effectiveness particularly in different sized organisations in private sector.
Although, there are some very important studies on the subjects of leadership style,
organisational culture and organisational performance and effectiveness (Ogbonna and Harris,
2000; Lok and Crawford, 2004; Schimmoeller, 2010; Tojari, et al., 2011), but there is an absence
of a comprehensive conceptual model that clearly shows the relationship between these concepts
as well as taking into consideration national culture and organisational size (Gray, et al., 2003;
Baruch and Ramalho, 2006; Papadimitriou, 2007; Alvesson, 2010).
Secondly, there is no doubt that leaders are responsible for creating a workplace culture which
could result in improved employee satisfaction and organisational performance (Schein, 2010),
however, the leaders are required to consider the important factors including employees’
situation, beliefs, values and assumptions, which are influenced by organisational culture, before
selecting any particular style of leadership (Alvesson, 2010, 2012). Therefore, there is a need for
study that explores which leadership style works best in different organisational cultures
(Alvesson, 2010, 2012) and also the relationship of leadership style with the organisational
culture-effectiveness relationship (Block, 2003; Schimmoeller, 2010; Parboteeah, et al., 2005;
Srite, and Karahanna, 2006; Tojari, et al., 2011).
Furthermore, while there is extent body of literature and researcher on the relationship between
organisational culture and organisational effectiveness (i.e., Cameron and Freeman, 1991;
Denison, 1990; Quinn and Spreitzer, 1991), researchers pay inadequate attention to mediators
and moderators that link organisational culture with performance and effectiveness (Denison
1990; Yilmaz et al. 2005; Gregory et al. 2009; Zheng, et al., 2010; Hartnell, et al., 2011).
Although, there are few studies which investigated the potential mediators, such as employee
attitudes (Gregory et al., 2009), customer and learning orientation (Yilmaz et al., 2005) and
knowledge management (Zheng et al., 2010) with performance and effectiveness, this researcher
has found no empirical studies focusing on the mediating impact of leadership style on the
relationship between organisational culture and organisational effectiveness. Finally, there is a
90
lack of empirical studies on the moderating role of national culture and organisational size on the
relationship between organisational culture, leadership style and organisational effectiveness.
Knowledge about the relationship among these factors would gain from this study would
enhance the managers’ ability to understand the complex phenomena encountered while doing
business in this competitive market. This is vital for managers in both private sector and public
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Table 2.15: Theories of Organisations (Adapted from Shafritz et al., 2011)
Modern theories (leadership, cultural and effectiveness)

Schools Human Resource Theories of Organisations and Transformational/ Multiple Theories of
Theory/Organisati Environments Transactional Contingency Organisational Culture
onal Behaviour and Change
Perspective Systems/ Institutional theory
contingency
(Situational)
Representative Minzterberg (1913-22) Katz and Khan (1966) Bass (1985) Cyert and March Cyert and March Deal and Kennedy (1982)
Mayo Team (1933) Weick (1969)
Theorists Bass (1990) (1963) (1963) Peters and Waterman
Maslow (1943) Bakke (1959)
McGregor (1957) Albrecht, (1983) Avolio (1999) Connolly, Conlon Connolly, (1980)
McClelland (1966) Robbins (1990) Burns (1978) and Deutch (1980) Conlon and Pondy (1983)
Argyris (1970) Keeley (1983) Deutch (1980) Schein (1985)
Jensen and Keeley (1983) Sergiovanni and Corbolly
Meckling (1976) Jensen and (1984)
Day and Day (1977) Meckling (1976) Sathe (1985)
Day and Day Kilmann, et al (1985)
(1977)
View of Rational Utilitarian. Rational Utilitarian. Non rational. Non rational. Non rational. Non rational
In co-depend Complex organic
Organisation inter-related with the Legal entity. Legal entity. Made up of human
relationship system. Contingent
With employees approaches are needed environment Market of coalitions Market of assumptions, values and
with negotiated coalitions with beliefs
order negotiated order
Methods Empirically derived Qualitative analytical. Empirically derived Perceptual studies. Perceptual Perceptual studies.
observations. Logical-positivist
observations. Qualitative studies studies. Observation
Normative/prescriptive (cause-effect).
assumptions Objective, quasi- Quantitative studies Qualitative Qualitative and
experimental. studies Quantitative studies
Result Humanistic/Optimistic Contingency theories. Relationship and Normative Normative Narratives and case
Organisational Population ecology
management theories perceptual analysis. perceptual studies.
assumptions and views. System
theories theories. analysis.
Comparative studies
Statistical analysis
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sector, especially managers of private sector organisations in developing countries such as
Iran who are trying to gain market share. In order to find the answers to these problems, the
researcher has developed a comprehensive conceptual framework that explains the
relationship between different types of organisational culture and leadership style and,
consequently with organisational effectiveness in the context of private sector organisations.
Moreover, the importance of national culture comes from its impact on managers’ behaviour,
which affects organisational culture and leadership style. In sum, revising and analysing the
literature review revealed gaps in research in terms of framework, relationship among factors
and additional factors that can help to better explain the relationship between these factors in
private sector organisations.
The main aim of this study is to investigate the mediation impact of leadership styles and the
moderating impact of national culture and organisational size on the culture-effectiveness
relationship in private sector organisations in Iran. Although, this study is focused on private
sector organisations operating in Iran, the findings from this study may be generalized to
other developing countries especially countries in the same region.
2.9 Conclusions
In this chapter, the researcher has presented a review of the literature relevant to the research
issues. It has outlined the theories underlying concepts of this research including national
culture, organisational culture, leadership style and organisational effectiveness. The chapter
has been divided into four sections and each section provided a brief history and definition of
the concepts as well as different approaches related to the concepts. In addition, each section
provided previous studies conducted related to the concept in the context of Iran.
In the above chapter, there are various concepts related to leadership style, organisational
culture and organisational effectiveness have been discussed. The researcher has highlighted
the importance of leadership in organisational studies. The effective leadership styles are
helpful in cultivating quality in the organisational culture, which results in improved business
performance and staff commitment. The discussion shows that leaders are responsible for
creating an effective workplace culture and the leaders who are not successful in creating a
quality culture can never achieve success in a changing business environment. The impact of
leadership style on organisational effectiveness also has been identified through this research.
The discussion reflects that organisational effectiveness is something which every leader
wants to achieve but it requires commitment and devotion of the leaders.
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Discussion of the culture-effectiveness relationship, leadership style, national culture and
organisational size has led this researcher to identify the research issue that needs to be
considered. Therefore, the gaps have been identified in the discussion of the literature. The
first issue identified was that there is an absence of a comprehensive framework that clearly
identifies the relationships among national culture, organisational culture, leadership style
and organisational effectiveness. In order to fulfil this gap there was a need for investigating
many different theories that explore the culture-effectiveness relationship. Most studies
investigate the direct relationship between organisational culture and organisational
effectiveness or impact of leadership style on organisational effectiveness or, even, the direct
relationship between national culture, organisational culture and leadership style. However,
there is a lack of a comprehensive model or study that attempts to bring all these constructs
together and clearly identifies the relationship among them.
Secondly, there are many studies that look at the direct impact of organisational culture and
organisational effectiveness but there is a lack of studies on the mediating and moderating
impact of different factors such as leadership style, national culture and organisational size on
the culture-effectiveness relationship. Therefore, in this chapter, the researcher has tried to
investigate the nature and background of each construct as well as the relationship among
them in order to be able to highlight the gap existing in the literature and also to be able to
propose a comprehensive model based on previous literature to act as a guide for this study to
achieve the research objectives. Finally based on those gaps the contributions of this study
also have been highlighted.
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Chapter Three
Model and Hypotheses

3.1 Introduction
In this chapter, the researcher develops the research hypotheses, which are conceptually
related to each other by describing the dependent and independent variables used in this
study. Based on the discussion in the previous chapter related to organisational culture,
leadership style, and organisational effectiveness, the main issues that the researcher
addresses in this study are: 1- The lack of conceptual models that show the relationship and
effect of different organisational culture types on leadership styles and consequently on
organisational effectiveness. 2- How the different organisational culture types could be
connected to leadership styles by considering national culture and organisational size. 3- A
surprising lack of knowledge regarding the effect of different organisational culture types on
leadership styles and consequently on organisational effectiveness within different
organisational sizes in private sector organisations in developing countries.
The main purpose of this chapter is to develop a general and comprehensive conceptual
model that explains the relationship between the various types of organisational culture
(Clan, Adhocracy, Market and Hierarchy), leadership styles (as a mediator) and
organisational effectiveness by considering the moderating effect of national culture and
organisational size. Its additional purposes are to present hypotheses based on this conceptual
framework and finally to investigate the relationship between organisational culture type,
leadership styles and organisational effectiveness in private sector organisations.
This chapter has been divided into twelve sections, which begin with the development of the
framework for this study. Following this, the theoretical link between each of those
constructs and the proposed conceptual framework and their relationships are discussed.
Based on these associations and proposed conceptual framework the main research
hypotheses are discussed and conclusions are drawn in the final section.
3.2 Framework Build-Up

The relationships between organisational culture types, leadership style and organisational
effectiveness have their origins in the literature of organisational studies, organisation
95
behaviour (OB), and organisational change, which was first studied in the early 20th century.
However, despite the growing number of studies in the field of organisational culture,
leadership styles and organisational effectiveness, there has been very little empirical work
done on the relationship between all of these factors (Van den Berg, and Wilderom, 2004;
Schimmoeller, 2010; Tojari et al., 2011). More specifically, there is a lack of studies on the
mediating or moderating impact of different factors on culture-effectiveness relationship
(Yilmaz, et al., 2005; Gregory, et al., 2009; Zheng, et al., 2010; Hartnell, et al). There are
very few studies that investigate potential mediators that have an impact on culture-
effectiveness relationship, mediators such as employee attitude (Gregory et al., 2009),
knowledge management (Zheng, et al., 2010) or learning orientation (Yilmaz, et al., 2005).
Also, other studies have attempted to investigate the mediating impact of organisational
culture on the relationship between leadership style and performance (Ogbonna, and Harris,
2000), how the relationship between transformational leadership style and the climate for
organisational innovation is mediated by organisational culture (Sarros, et al., 2008), the
relationship between transformational leadership style and organisational culture and their
effect on business unit performance (Xenikou, and Simosi, 2006) or the effect of leadership
style and organisational culture on job satisfaction and organisational commitment (Lok, and
Crawford, 2004).
Therefore, this study aims to improve on prior research by providing empirical validation of
the cultural model by determining its influence on leadership styles and organisational
effectiveness focusing on national culture and organisational size as moderators. Moreover,
this study includes the mediating role of leadership styles in its model. This study proposes
that the different organisational culture types will promote different leadership styles based
on organisational size and the national culture of employees, which also affects
organisational effectiveness. Additionally, it shows how leadership style mediates the
relationship between organisational culture type and organisational effectiveness.
3.3 Conceptual Framework

The conceptual framework provides a guide and a foundation on which the research is to be
based (Sekaran, 2003). The conceptual framework describes the proposed relationship
between the variables which are included in the research problems. Furthermore, it explains
how the problem or problems under study generate testable hypotheses. The conceptual
framework of this study has its roots in national culture (NC) (Dorfman and Howell, 1988;
96
Hofstede, 1980; Dastmalchian and Javidan, 2003), organisational culture (OC) (Cameron and
Quinn, 2011; Hofstede, et al., 2010), leadership style (LS)( Bass, 1985; Bass and Avolio,
1995; Avolio, et al., 2003; Avolio and Bass, 2004), and organisational effectiveness (OE)
(Quinn and Rohrbaugh, 1981, 1983; Dension, 1990) literature.
The study of organisational effectiveness and organisational culture in this study uses the
Competing Value Framework (CVF) (Quinn and Rohrbaugh, 1981, 1983; Cameron and
Quinn, 2011) and has its roots in the multiple constituencies’ school of thought which has
emerged from organisational culture and change theories. Moreover, the CVF adopts a
definition of culture which is based on the functionalist sociological tradition.
Furthermore, to some extent it could be also argued that the understanding of power and
politics could be helpful in gaining further understanding of the culture of private sector
organisations. Private sector organisations which include a variety of occupational and
professional cultures require a balance of power to be achieved among different functional
units of the organisation regardless of its size and type (Pfeffer and Salancik, 1978; Hofstede,
2007; Hofsetde et al, 2010). The study of leadership style in this research is based on
transformational and transactional leadership theory which has emerged from situational and
behavioural theories (Howell and Avolio, 1993; Bass and Avolio, 1995; Avolio, et al., 2003;
Avolio and Bass, 2004). Finally, national culture is explored in general terms (Dorfman and
Howell, 1988) and in specific terms through studies on Iranian management culture (Analoui
and Hosseini, 2001; Dastmalchian and Javidan, 2003; Yeganeh and Su, 2007; Soltani and
Wilkinson, 2011).
The conceptual framework for this study contains six major constructs with national culture
and organisational size as moderating variables. The six major constructs are
 Clan Culture
 Adhocracy Culture
 Market Culture
 Hierarchy Culture
 Leadership Styles
 Organisational Effectiveness
The independent variables (IV) for this study are 1- Clan Culture, 2- Adhocracy Culture, 3-
Market Culture, and 4- Hierarchy Culture while Leadership Style and Organisational
Effectiveness are included as dependent variables (DV). Also, National Culture and
97
Organisational size are being analysed as moderating variables. The basic conceptual
framework for this study is proposed in Figure 3.1 below.
Figure 3.1: Conceptual framework proposed
Size
Clan
Adhocracy
Leadership OE
Market
Hierarchy
Moderator factors
PDI UAI IDV MSI
3.4 Organisational Culture as an Independent Variable

In order to measure organisational culture in this study, the Competing Values Framework
(CVF) was utilised. The CVF was used as an instrument for measuring organisational culture
because it has been used by many researchers and scholars in many different countries
(Dastmalchian et al., 2000; Al-Khalifa and Aspinwall, 2001; Helfrich, et al., 2007; Kokt and
Merwe, 2009; Yu and Wu, 2009; Acar, 2012). However, the CVF framework has not been
used in studying private sector Iranian organisations of different sizes either in published
journals papers or in theses.
The advantage of the CVF model is that it is the most comprehensive instrument which could
be used in any organisation that provides research with the opportunity of investigating
organisational culture from various perspectives (Cameron and Quinn, 2011). This study will
use the CVF as a basis to study organisational culture in the context of Iranian firms in the
private sector. For this purpose the organisational culture assessment instrument (OCAI),
which is based on the CVF, was used. This instrument has been found to be useful and
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accurate in diagnosing important aspects of an organisation’s underlying culture
(Dastmalchian et al., 2000; Dastmalchian, et al., 2001; Cameron and Quinn, 2011). The six
crucial dimensions of culture examined in this study are:
 Dominant characteristics (structure and control)

 Organisational leadership (leadership style)
 Management of employees (motivation and training)
 Organisational glue (relationships)
 Strategic emphases (goal and values, mission statement)
 Criteria of success (communication styles)
(Cameron and Quinn, 2011)
Figure 3.2: Dimensions of Organisational Culture
Flexibility
Clan Culture Adhocracy culture
Concern for people Innovation and change

Commitment, morale and consensus
Adaptation, flexibility, decentralisation
Cohesion, human relation
participation and open discussion, External support, resource acquisition
openness and trust empowerment and
autonomy Risk taking
Human development, teamwork Growth, expansion, development

Internal External
Focus Hierarchy culture Market culture Focus
Stability, order, continuity Accomplishment, goal achievement, task

focus
Formalisation, routinization, structure
Productivity, impact, efficiency
Measurement and documentation
Outcome excellence, quality
Information management
Directive, objective setting, goal
Stability
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3.4.1 Dominant Characteristics (Structure and Controls)
Mintzberg (1979) defined organisational structure as “the sum total of the ways in which an
organisation can divide its labour into distinct tasks and then achieves coordination between
them” (p.8). According to Handy (2007), organisational culture is influenced by
organisational context, including the company’s structure, strategy, and style. He mentions
that organisational culture reflects the structure of the firms (Handy, 2007) and has an impact
on the level of formalization, centralisation, standardisation, control, and flexibility in firms.
According to Meyer and Scott (1983), national culture impacts organisational structure in
terms of the degree of formalization and the centralisation of structure. He further argues that
organisations that are ‘prospectors,’ which are based on a less formalised and less centralised
structure, are more likely to look at events as opportunities; therefore, these organisations
respond in a more proactive manner.
Centralisation in organisations refers to the degree of involvement and influence of key

position members, such as managers and CEO’s, on the organisation’s main activities, such
as decision-making and programming. A higher degree of centralisation in an organisation
means higher involvement and greater influence of individuals or groups of people in key
positions on the organisation’s activities, as well as less delegation of power. In contrast,
minimal centralisation or decentralisation means less involvement and less influence of
individuals or groups in key positions on the organisation’s activities, as well as greater
delegation of power and authority (Hofstede, 2007; Hofstede, et al., 2010).
Control has always been one major factor of organisational analysis and one major
contributor to organisational culture (Cameron and Quinn, 2011). Schneider (1990)
introduced the controlling versus adapting approach to formulate strategy in organisations
based on the different cultural assumptions about the external environment and the internal
relationships within organisations. Thus, an organisation with strict controls is an example of
a bureaucratic configuration. In this type of organisation managers believe that, in order to
survive, the organisation needs to develop an organisational culture which is based on strict
hierarchical authority (Ouchi, 1980; Schein, 2010). In this type of organisation, controls are
normally well-defined and practiced, and there is no room for flexibility in the decision-
making process. Organisational culture, in this kind of organisation, is always the result of
predictability and control strategy (Smircich and Stubbart, 1985; Schein, 2010; Cameron and
Quinn, 2011). Similarly, according to Hofstede (1980, 2010), countries that are high in
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uncertainty avoidance generally tend to follow and implement strict rules and regulations in
order to gain control and minimise the unknown.
3.4.2 Organisational Leadership and Strategic Emphasis
Schein (2010) argues that organisational culture is something that cannot easily be totally
changed, but can evolve by eliminating dysfunctional and undesired elements and by
enhancing the strengths of the existing culture and by building new culture on the strengths of
those elements. Trust has a major influence on the success of organisational culture change
(Fairholm and Fairholm, 2000; Song, et al., 2009). Trust in leaders, what they do and how
they do it is the key to success and is always being encouraged among employees (Schein,
2010). Leaders, in order to achieve the success of their mission, need to gain employees’ trust
and confidence and must earn their respect and support to achieve organisational goals and
objectives. If that has been achieved, conflict and resistance to change will be dramatically
reduced and this lack of conflict helps to simplify and smooth the integration of new culture
with old culture (Trompennars and Hampden-Turner, 1997; Song, et al., 2009; Schein, 2010).
The literature on organisational change emphasises the role of the leader and managers in
change from the very basic, such as a change in office layout, to more difficult changes like
organisational culture change. For example, Kanter (1984) argues that managers should make
sure that subordinates are involved, clearly understand the organisation’s vision, share
information with them, clarify what managers expect from them and, more importantly, offer
positive support and reinforcement in order to build commitment to change among
employees.
There are different schools of thought on studying leadership in the literature: the power and
authority approach, and the behavioural approach are two of these. The power and authority
approach, as discussed by French and Raven (1969), defines successful leadership in terms of
the level of authority and power that leaders hold. They argue that leaders who use their
authority and power appropriately can reduce employees’ uncertainty significantly during the
transitional process (Halpin and Winer, 1957; Hemphill and Coons, 1957). For example,
using coercive power such as threats and manipulation in an organisation which is employee-
orientated may backfire in the future, whereas in another organisation which is based on close
hierarchical authority, it may work perfectly. However, in the same organisation that exhibits
resistance to coercive power, the use of referent power by individuals who are trusted and
liked by others may create greater satisfaction and smoother transitions.
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The behavioural approach, unlike the power and authority approach, focuses on the leader’s
behaviour rather than the level of authority which they hold (Bass, 1990; Yukl, 2002). Palich
and Hom (1992) propose that managers, in order to gain more social power and influence
over their subordinates, need to provide behavioural and power enhancement training to
supervisors to gain their support. However, Cartwright and Cooper (1993) argue that even
with appropriate training for supervisors, managers may still be distracted as a result of
worries about their position, overloading of work and responsibilities, and excessive demand
in different situations, such as a merger with another organisation (Bartels, et al., 2009).
Sayles (1993) based his argument on situational theory and argues that leadership style
should be situational and based on situation, time, place, culture and the type of people
involved in the organisation (Sims Jr, et al., 2009). Sayles (1993) also introduced the
leadership alternatives continuum which is shown below:
Figure 3.3: Leadership Alternative

Leadership Alternative
Source: Adopted from Sayles (1993)
As can be seen from the model, there is a different level of involvement of managers from
issuing dictate to total delegation (from autocratic to abdicratic). Also, there is a diagonal line
which is representative of the balance between the leader’s authority and employees’
freedom. It can be seen that the balance shifts according to change in level of authority. For
example, leaders with an autocratic leadership style dictate policies and tell people what to do
and employees simply follow him or her, whereas in abdicratic leadership, which involves
more freedom, the leader completely shares his or her authority and abdicates control to gain
total delegation.
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3.4.3 Criteria of Success (Communication Style)
In management studies, the literature is full of information about the importance of

communication in organisations and how miscommunication can create failure. Gertsen, et
al. (1998) have emphasised the importance of the role of communication in the cultural
identification process. They found that the behaviour of organisational members as well as
the result of organisational change is significantly influenced by the interpretation of
communication.
Communication can be verbal and nonverbal, using signs and symbols to create
understanding (Vecchio and Appelbaum, 1995). Miscommunication and misunderstanding
are the main reasons for organisational failure. In the case of miscommunication, distrust and
confusion are inevitable and remain unresolved until the communication is handled properly
(i.e., being open and truthful in communication with subordinates) (Daniel, 1999; DeVoge
and Spreier, 1999; Morosini, 2004). Another major issue in miscommunication in
organisations is cultural differences among employees (Tietze, et al., 2003; House and
Rehbein 2004; Morosini, 2004), namely whether they are from a high context or low context
society (Hall, 1960). People from a high context culture are implicit in language and
messages, with nonverbal communication being preferred, and communication heavily
dependent on the context of meaning, whereas people from a low context culture are very
explicit and verbal, with written communication being codified. When there is a need for
change in an organisation, managers should not assume that employees understand why these
changes are required. It is the manager’s responsibility to make sure that details of changes
are well-communicated to employees and that employees can clearly see the evidence that
these changes are beneficial. There are many other barriers to communication that can create
conflicts, clashes and eventually failure in organisations. Such barriers include language,
time, and organisational culture. For instance, language is one of the main indicators of
culture (Adler et al., 1986; Aguilera, et al., 2008) which helps to maintain the dominant
culture and facilitates shared knowledge in the organisation. As Hofstede (1980, 2010)
argues, values, symbols and terms in any language are value-laden and culturally specific.
3.4.4 Organisational Glue (Relationship)
The essence of this dimension in organisational culture is how firms deal with and treat their
stakeholders, including employees and shareholders. For example, Hofsetde (1990)
introduced an organisational dimension, employee versus job orientation, which shows the
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organisation’s concern for people or getting the job done. Furthermore, Reynolad (1986),
similar to Hofstede, introduced a task versus social focus dimension, which presents the
organisation’s view of employees either as human capital or as a means to increase
productivity. This dimension also implies organisational trust and conflict. As Brown (1998)
argues, organisational culture normally promotes politics in the organisation as the gateway
to becoming a member of the organisation. Therefore, at the beginning, members of any
organisation try to manipulate the situation to gain personal or group advantage (Sun, 2008).
Also, this dimension represents organisational commitment, which involves psychological

attachment of employees to the organisation (Martins and Terblanche, 2003, Sun, 2008). In
some cultures, like in Japan, people commit themselves to the organisation and strongly
believe in their long-term relationship with it, and in return, the organisation guarantees them
a job for life. People in this culture commit themselves to contribute to organisational
success. On the other hand, in other cultures, like most Western cultures, the employee and
employer relationship is purely based on mutual interest and the benefit they can gain from
each other. Normally, people from this type of culture tend to focus on their personal career
path, and then commitment to the organisation. As Schein (2010) argues, the main point of
this dimension is the nature of the organisation and its relationship with the external
environment.
As Scholz (1987) argues, many organisations put too little emphasis on the physical
workplace and too much attention on processes. These organisations normally work like a
closed system, and organisational culture is very much based on internal affairs (Weber and
Camerer, 2003; Yarbrough, and Morgan, 2011). On the other hand, other types of
organisation tend to give more attention to the external environment, such as customers and
competitors (Denison, 1990, Denison et al., 2004). This type of organisation identifies the
importance of external stakeholders and pays attention to satisfying their demands, as well as
paying attention to completion deadlines and other external factors. Hofstede, in his model,
refers to this as an open versus closed system.
3.4.5 Management of Employee (Motivation)
As Detert et al. (2007) argue motivation utilizes reward and incentives to make employees
work effectively toward the organisation’s desired performance. Many scholars, such as
O’Reilly (1989), argue that motivation has a great impact on organisational culture and
defines it in terms of collective action, which can affect motivation. In fact, organisational
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culture values, beliefs, and norms are the foundation of motivation in any organisation that
has a great impact on initiation and the direction of 'employees’ behaviour. Likewise, Berger
and Luckmann (1971) argue that organisational culture can be affected by the socio-cultural
fabric of the firm, which has a large impact on individual development and motivation in any
organisation.
3.5 Organisational Effectiveness as a Dependent Variable

As mentioned in chapter two, factors that contribute to organisational effectiveness can be
categorised into four primary domains: (1) Organisational characteristics (structure and
technology); (2) Environmental characteristics (internal and external); (3) Employees’
characteristics (organisational attachment and job performance); and (4) Organisational
policies and practices (Steers, 1977). The dimensions of organisational structure consist of
decentralisation, specialisation, formalisation, span of control and organisational size, while
the dimensions of technology consist of operation, material, and knowledge. Additionally, the
dimensions of the external environment consist of complexity, stability, and uncertainty,
whereas the dimensions of the internal environment consist of achievement orientation,
employee centeredness and reward and punishment. The constituent dimensions of
organisational achievement are attraction, retention, and commitment, while the dimensions
of job performance are motives, goal and need, ability, and role clarity. Finally, the
dimensions associated with organisational policy and practice dimensions are strategic goal
setting, resource acquisition and utilisation, communication process leadership and decision-
making and organisational adaptation and innovation (Steers, 1977).
For the purpose of this study, the criteria of organisational effectiveness used by the
researcher are based on a combination of the Competing Value Model (CVM) (Quinn and
Rohrbaugh, 1981, 1983) and a modified model of 9 dimensions of organisational
effectiveness for institutions of higher learning which is developed from the CVF (Cameron,
1986). There are two main reasons for choosing CVM for this study: (1) this model has been
used as an analytical framework in many organisational and management studies, and (2) the
validity of the study has consistently been shown by many researchers (Kaiath et al, 1999;
Cameron and Quinn, 2011; Hartnell, et al., 2011).
The dimensions of organisational effectiveness that were used in this study have been
borrowed and modified from the Competing Values Model (CVM), Cameron (1986) and
other literature including Organisational Effectiveness Questionnaire (OEQ) (Steele, 1988)
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and are concerned with: (1) employee job satisfaction, (2) employees’ job development and
customers’ satisfaction, (3) employees’ personal development, (4) supervisor and managers’
satisfaction, (6) professional development and quality of department, (6) system openness
and community interaction, (7) the ability to acquire resources, (8) organisational health and
reward and punishment, (9) teamwork, group loyalty, trust and communication, and (10)
organisational change and technology (Hartnell, et al., 2011, Cameron and Quinn, 2011). In
order to gain a comprehensive view of organisational effectiveness, other approaches such as
the Bass model (1962), Yuchtman and Seashore’s model (1967), the Goal model and the
system approach model (Evan, 1993), were also considered in this study’s development of
the definition of effectiveness.
The organisational effectiveness questionnaire (OEQ) has also its roots in the CVF and was
developed from organisation management development and change programs, as well as the
literature on developing superior-performing organisations. The main purpose of this
questionnaire is to help managers assess overall organisational effectiveness from various
dimensions and activities of the organisation. Bass’s (1952) model for developing the
definition of organisational effectiveness includes many organisational effectiveness criteria,
apart from productivity which uses a single criterion, which is the value of the organisation to
its individual members and the value of both individual members and the organisation to
society (professional development and quality of department). In the case of the Yuchtman
and Seashore (1967) model, this model views organisation effectiveness in terms of how
successful the organisation is in acquiring scarce resources (for example, for small
organisations with limited financial resources, skilful employees are valuable).
3.6 Leadership Style as the Mediating Variable

The criteria of leadership style in this study are based on Avolio and Bass’s (2004)
transformational, transactional and passive model of leadership styles which is derived from
the transactional- transformational theory of leadership. Avolio and Bass’s concept was
selected for a number of reasons. First, this model and its derivatives have been used as an
analytical framework for organisational and management studies. Second researches continue
to validate transformational, transactional and passive styles in theory (Avolio and Bass,
2004). Third, Avolio and Bass (2004) claim generally paradigmatic status for this model.
The dimensions of leadership style borrowed directly from Avolio and Bass (2004) are: 1-
transformational leadership style which is divided into 5 sections: Idealised Attributes (IA),
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Idealised Behaviours (IB), Inspirational Motivation (IM), Intellectual Stimulation (IS), and
Individual Consideration (IC); 2- transactional leadership style which has divided into 2
sections, Contingent Reward (CR), and Management by Expectation Active (MBEA), and
finally 3- Passive/ avoidant leadership style which has divided into 2 sections as well,
Management by Expectation Passive (MBEP) and Laissez-Faire (LF).
3.7 Relationship between Organisational Culture, Leadership Style, and

Organisational Effectiveness
Many researchers have explored the relationship between organisational culture and
leadership style and argue that there is a strong relationship between the two concepts.
However, there is a considerable debate among scholars about where culture originates and
whether leaders have any influence on organisational culture (Ogbonna and Harris, 2000;
Avolio and Bass, 2004; Tojari et al, 2011; Acar, 2012). Many scholars such as Smircich
(1983), who believe that culture is something that an organisation is rather than something
that it has, argue that leadership has some limited influence on organisational culture. The
origin of this reasoning can be traced back to an anthropological view of culture where it is
viewed as something that an organisation is and as something that can be manipulated,
therefore, leaders should be able to manipulate and manage culture to some degree (Smircich,
1983). In contrast, other scholars such as Denison (1990) and Schein (2010) argue that
leaders and founders of organisations have great influence on the shaping of organisational
culture since leaders are the main source of shaping and creating an organisation’s purpose,
values, beliefs and vision.
On the other hand, other researchers such Avolio and Bass (2004) argue that although it is
true that an organisation’s culture develops in large part from its leadership, it is also true that
organisational culture would also affect the development of the organisation’s leadership. So,
it could be argued that thinking, feeling and the responses of leaders could be determined by
a vision which is formed by the culture of organisations (Bryman, 2012; Avolio and Bass,
2004). In other words, an effective leader is a leader who understands and is attentive to the
beliefs, values and assumptions which is called “culture”. Schimmoeller (2010) argues that
leaders who have a higher level of emotional intelligence are in a better position to
understand the impact of followers’ emotions and organisational culture on the situation in
hand (Barling et al., 2000), and an understating of culture and members’ emotions would
help them to select an optimal leadership technique for the situation.
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Furthermore, organisational culture can be considered to be a means to organisational
effectiveness (e.g., Schein, 2010), with empirical evidence supporting an association between
the organisation’s culture, the organisation’s performance, and employees attitudes (e.g.,
Cameron and Freeman, 1991; Denison and Mishra, 1995; Denison et al., 2004). Cameron and
Freeman (1991) find that clan culture is generally more effective than other cultures in terms
of students, administrators, and faculty satisfaction. In another study in universities,
Zammuto and Krakwoer (1987) found that there is a negative relationship between
hierarchical and market culture with trust, morale, equity rewards, and leader capability and a
positive relationship with conflict and resistance to change. Also, Quinn and Spreitzer (1991)
argued that, in their study on public utility companies, companies with strong group and
adhocracy cultures scored much higher on satisfaction with work and promotion compared
with those companies having a strongly hierarchical culture. They further argued that
generally, organisations with stronger hierarchical cultures are less pleasant and satisfying to
work for. Goodman, et al. (2001) also used the CVF framework in their study to find the
relationship between some job-related variables. They found that the group culture values
(clan) are negatively related to intention to turnover, while being positively related to
organisational commitment, job involvement, and job satisfaction. On the other hand,
hierarchical cultural values are negatively related to organisational commitment, job
involvement and job satisfaction, while being positively related to intention to turnover.
Quinn and Kimberly (1984) argued that the CVF has been extended to explore the deep
structure of organisational forms. Also, Dellana and Hauser (1999) argue that the CVF, as a
model of organisational culture, can be regarded as a meta-theory which has been developed
to explain differences in the values underlying various organisational effectiveness and
leadership models. Paulin et al. (2000) argue that the CVF is a comprehensive and widely
accepted framework ideal for analysing and understanding organisational culture,
organisational effectiveness and, to some extent, level leadership. In another study by
Dastmalchian et al. (2000), which used the competing values framework in order to compare
national culture and organisational culture in South Korea and Canada, results indicated that
there is a strong relationship between organisational culture and leadership regardless of the
national culture and the country of operation. Moreover, other more recent studies (Tojari et
al., 2011; Acar, 2012) show that transformational leadership style and, to a lesser extent, the
transactional leadership style has a positive influence on organisational culture and
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organisational effectiveness while the passive/avoidant leadership style has a negative
impact.
Lok and Crawford (2000, 2004) argue that leaders behave differently in the context of
different cultural types and traits. Therefore, it is very important to understand which
leadership style is suited to which organisational culture type. It could be argued that
leadership style is the dependent variable and organisational culture is the independent
variable and the purpose is to find which leadership style is found in each organisational
culture type. Based on transformational and transactional theory the leaders who tend to be
transactional normally operate within the confines and limits of existing culture or, in other
words, they are ‘instrumental’ and frequently focus on an exchange relationship with their
subordinates. On the other hand, leaders who tend to be transformational constantly work
towards changing culture to be consistent with their vision or in other words, they tend to be
visionary and enthusiastic, with an inherent ability to motivate subordinates (Bass, 1985;
Ogbonna and Harris, 2000; Avolio and Bass, 2004; Tojari et al., 2011; Acar, 2012).
The relationship between the organisational culture and leadership style shows a constant
interplay in which organisational culture impacts the selection of leadership style and also
leaders have an impact on shaping organisational culture (Ogbonna and Harris, 2000;
Xenikou and Simosi, 2006) The survival of an organisation depends on the responsiveness
and adaptability of its leaders in selecting a leadership style by understanding the situation
and members’ emotion which is influenced by organisational culture (Block, 2003; Avolio
and Bass, 2004; Tojari et al, 2011; Schimmoeller, 2010; Acar, 2012). Figure 3.4 presents the
general relationship between organisational culture and leadership style. Figure 3.5 is the
expansion of figure 3.4 by showing the relationship between the different types of
organisational culture and leadership style in this study.
Figure 3.4: The Relationship between Organisational Culture and Leadership Style
Organisational Leadership Style

Culture
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Figure 3.5: The Relationship between Organisational Culture Type and Organisational
Effectiveness
Adhocracy
Culture
Clan Culture
Leadership Style
Market
Culture
Hierarchy
Culture
So based on the literature reviewed in chapter 2 and arguments provided in this section, this
study would propose the following hypotheses in relation with organisational culture and
leadership style
H1 There is a relationship between organisational culture and leadership style
H1.1 There is a relationship between Clan Culture and Leadership Style

H1.2. There is a relationship between Adhocracy Culture and Leadership Style
H1.3. There is a relationship between Market Culture and Leadership Style
H1.4. There is a relationship between Hierarchy Culture and Leadership Style
3.8 Relationship between Leadership Style and Organisational Effectiveness

There are many reasons to support the contention that there is a relationship between
leadership style and organisational effectiveness. Factors such as globalisation, intensive and
dynamic markets, price/performance, and competition are all indicators of the importance of
leadership and leadership style on organisational effectiveness. From a practical point of
view, the extent of differences between two cultures can be considered to be the main reason
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for the complexity of cross-national negotiation, mergers, assignments, and leadership in
those two cultures.
Studies have shown that organisational effectiveness is influenced by many factors, one of
which is leadership style which contributes significantly to the success or failure of any
organisation (Avolio, 1999; Bass, 1998; Lok and Crawford, 2004; Rowe 2001; Robinson, et
al., 2008; Wang, et al., 2010) and may be considered as the main driving force for improving
organisational performance (de Poel, et al., 2012). Many researchers such as Judge, et al.
(2004), Purcell et al. (2003) and Keller (2006) have studied the strategic role of leadership
and how it can help improve organisational performance. These researchers view leadership
style, culture, skill, motivation and competence as intangible assets that create added value
and strength in organisations and can help to combine people and processes to achieve better
organisational performance.
Obiwuru et al. (2011) in their study of small enterprises, found that transactional leadership
style had a significant positive effect on performance whereas; transformational leadership
style had positive but insignificant effect on performance. Another study by de Poel, et al.
(2012) on 258 employees working for a large Dutch employment agency found that both
transformational and participative leadership styles were independently related to
organisational outcomes and performance. Wang et al. (2010), in their study of owners,
executors and operators of Kaohsiung’s Nanzi Export Processing Zone in south Taiwan
found that a transformational, charismatic and visionary leadership style has a significant
positive influence on organisational performance. Moreover, Peterson et al. (2009), in a study
of 49 start-up and 56 established firms in high technology found that transformational
leadership style in start-up firms is more strongly related to organisational performance than
in established firms. Figure 3.5 illustrates the relationship between leadership style and
organisational effectiveness.
Figure 3.6: The Relationship between Leadership Style and Organisational Effectiveness
Organisational
Leadership Style
Effectiveness
Therefore, based on the evidence from the literature provided in chapter 2 and arguments
presented here which confirm the relationship between leadership and organisational
effectiveness, this study proposes the following hypothesis:
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H2.There is a relationship between Leadership Style and Organisational Effectiveness.
3.9 Leadership style as a Mediator in the Relationship between

Organisational Culture Type and Organisational Effectiveness.
There is much research that shows there is a harmonious relationship between leadership
styles and certain organisational culture types that can have a positive influence on
employees’ performance (Hickman and Silva, 1984; Lim, 1995; Ogbonna and Harris, 2000;
Wang et al., 2010).
Hsu’s (2002) study of 822 fulltime employees of a Taiwanese sport/fitness club shows that
leadership styles, both transactional and transformational, have a positive and strong
influence on organisational effectiveness via organisational culture. Furthermore, Ogbonna
and Harris (2000) find that leadership style is not directly related to organisational
performance but is merely indirectly associated. They argue that organisational culture
mediates the relationship between leadership style and organisational performance. They also
find that a participative and supportive leadership style has a significant indirect effect on
organisational performance through the type of organisational culture and an instrumental
leadership style has a negative indirect effect on organisational performance.
Another study by Xenikou and Simosi (2006) supports Ogbonna and Harris’s (2000) findings
by showing that organisational culture could be a mediator between leadership and
organisational outcomes. They found that organisational culture mediates the effect of
transformational leadership on performance and that leadership styles have a positive indirect
impact on performance via organisational culture. In another study on public sector
organisations in New Zealand the results indicate that there is both an indirect and direct
effect of transformational leadership style on organisational outcomes through its influence
on culture and climate for innovation (Parry and Proctor-Thomson, 2003).
Tojari et al. (2011), in their study of 341 sport experts in a physical education organisation in
Iran, found that that transformational leadership style has an indirect but significant and
positive influence on organisational effectiveness, whereas, the transactional leadership style
has a significant direct and negative influence on organisational effectiveness. Their results
also showed that a passive/avoidant leadership style has a direct significant and negative
influence on organisational effectiveness and has no indirect significant effect on
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Although Steyrer, et al. (2008) found support for Xenikou and Simosi’s (2006) conclusion
that organisational culture mediates the relationship between leadership style and
organisational performance, nonetheless they also found that the relationship between
organisational culture and organisational performance or effectiveness can be positively
influenced by leadership style. Moreover, Avolio and Bass (2004) argue that although there is
no doubt of the role of leaders in creating organisational culture, the impact of organisational
culture on selection of leadership style cannot be ignored. Also, as mentioned before Lok and
Crawford (2000, 2004) argue that leaders, in order to improve effectiveness and
organisational performance, behave differently in the context of different cultural types and
traits. Therefore, it is very important to understand which leadership style is suited to which
organisational culture type to improve organisational effectiveness. Schimmoeller, (2010)
among others argues that the survival of an organisation depends on the responsiveness and
adaptability of its leaders in selecting a leadership style by understanding the situation and
members’ emotion which is influenced by organisational culture (Block, 2003; Avolio and
Bass, 2004; Schimmoeller, 2010; Acar, 2012). Thus, based on the literature provided in
chapter 2 and arguments presented here, the model for this study’s hypotheses is that:
organisational culture will influence organisational effectiveness, which is affected by
leadership style, and that leadership style will mediate the relationship between organisational
culture and organisational effectiveness.
Figure 3.7: The Relationship between Organisational Culture, Leadership Style, and
Organisational Leadership Organisational

Culture Style Effectiveness
For the purpose of this study the following relationships are hypothesised
H3. Leadership Style will mediate the effect of organisational culture on organisational
effectiveness
H3.1. Leadership Style will mediate the effect of Clan Culture on organisational
effectiveness
H3.2. Leadership Style will mediate the effect of Adhocracy on organisational
effectiveness
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H3.3. Leadership Style will, mediate the effect of Market on organisational
effectiveness
H3.4. Leadership Style will mediate the effect of Hierarchy on organisational
effectiveness
3.10 National Culture and Organisational Size as Moderators

Hair, et al. (2010, p. 750) stated that “a moderating effect occurs when a third variable or
construct changes the relationship between two related variable/constructs”. In this study two
sets of moderating variables are expected to show a significant impact on the relationships
proposed in the previous sections on organisational culture, leadership style, and
organisational effectiveness. The first group includes four dimensions of national culture
suggested by Hofstede (1980): power distance, (PD), Masculinity and femininity (MS),
individualism-collectivism (IDV) and uncertainty avoidance (UA). The other moderator
variable in this study is organisational size.
Although the author strongly believes that the national culture of every country is more
powerful and stable (Hofstede, 1994) than organisational culture, and therefore is more
difficult to change, national culture is not static and can change over time (Myers and Tan,
2002; McCoy, 2002; McCoy et al., 2005a). National culture not only has implications with
regard to choosing organisational culture but can also have major influences on
organisational effectiveness. For the purpose of this study, the researcher used four
dimensions of national culture (Hofstede, 1980; Trompennars, 1993) which are derived from
three broad factors that the vast national culture literatures are based on, those three main
factors are: (1) relationship to people: power distance, masculinity vs. femininity,
individualism vs. collectivism; (2) relationship with nature: uncertainty avoidance; and (3)
relationship with time: time orientation (past, present and future).
3.10.1 Relationship with People
 3.10.1.1 Power Orientation or Power Distance
Generally speaking, countries which are high in power distance place high value on
individual achievement in either society or organisations (Hofstede, 1980) and the head of the
family or an organisation normally controls everything as an ultimate power, with members
or subordinates looking up to him or her. In countries that are low in power distance,
leadership is based on the leader’s knowledge and skills. Although decisions are made by the
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head of the family or organisation due to the democratic nature of society, members or
subordinates could challenge the leader’s decisions based on rules and regulations.
Table 3.1: Key Dimensions of National Culture
Classification Dimensions of NC Key Points References

Relationship with Power orientation Power distance; Hofstede (1980),
people Doing vs. Being; Trompennars (1993),
Autonomy GLOBE (2002)
Masculinity Universalism vs. Kluckhohn and
vs. Particularism Strodtbeck (1961),
Femininity Masculine vs. Feminine Hofstede (1980),
Trompennars (1993),
GLOBE (2002)
Individualism Specific vs. Diffuse Hofstede (1980),
vs. Friendship Trompennars (1993),
Collectivism Individualistic vs. GLOBE (2002)
Collectivistic
Relationship with Tolerance to Uncertainty avoidance; Hofstede (1980),
nature Uncertainty and other Internal vs. external Trompennars (1993),
culture GLOBE (2002)
Relationship with Time orientation Past-present-future Kluckhohn and
time Short term; long term Strudtbek (1961),
horizon Hall (1960), Hofstede
Monochronic/polychronic (1980), Schein
(1986), GLOBE
(2002)
 3.10.1.2 Masculinity vs. Femininity
Countries that are masculine are generally more assertive in nature, and similarly value rules,
regulations and honour words and contracts, whereas counties that are more feminine than
masculine are generally more concerned with quality of life and modesty. Relationships are
more important than rules in these countries.
 3.10.1.3 Individualism vs. Collectivism
Individuals in countries that are high in individualism are generally more concerned about
themselves and immediate family as well as efficiency relating to their daily responsibilities
and duties, while achievement and status in their personal lives are also valued. Individuals in
countries high in collectivism are more concerned about family and being part of a group,
valuing loyalty and helping other people. Within these countries, people value friendship and
relationships more highly as part of their responsibilities and duties.
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3.10.2 Relation with Nature
 3.10.2.1 Uncertainty Avoidance
Countries that are high in uncertainty avoidance generally tend to follow strict rules and
regulations in order to control uncertainty (GLOBE, 2002). On the other hand, countries that
are low in uncertainty avoidance are generally more flexible and more willing to accept
uncertainty and are also more open to cultural differences.
3.10.3 Relationship with Time
Generally speaking, according to Kluckhohn and Stradtbeck (1961), people who are past-
oriented, like Iranian individuals, tend to have a short-term horizon and neglect plans and
settings. Managers from past-orientated countries are normally impatient and make decisions
based on a short-term horizon. Being spontaneous and ad hoc behaviours are considered
normal in these countries. Moreover, the political situation of a country can also enhance this
as managers are uncertain about their future in the organisation and look for short-term
achievement rather than long-term plans. Therefore, managers tend to avoid risk and try to
preserve the status quo.
3.10.4 National Culture as a Moderator
As mentioned before in chapter 2, the definition of national culture used in this study is based
on the Dorfman and Howell model (1988), which itself was derived from the Hofstede’s
national culture model, which measures national culture on the individual level. The main
reason for choosing the Dorfman and Howell model is that this model measures culture on
the basis of every individual member of society. As opposed to earlier investigations based
on Hofstede’s conceptualisation, the current investigation broadens its scope to investigate
the cultural differences that occur at the individual level by utilizing the Dorfman and
Howell’s (1988) scale. It has been shown that Hofstede’s conceptualization and VSM is
inappropriate to define differences at the individual level. The reasons behind this are stated
by Hosfstede as culture constituting “collective programming of mind that distinguishes the
members of one group or category of people from others” (Hofstede et al., 2010, p. 5) which
ignored dimensions of individual perceptions. Also, Hofstede’s (1980) scores were derived
from the mean value while ignoring individual responses. When the researcher examined
Hofstede’s work it was seen that it would not be appropriate since it reflects the country level
of analysis and is not, therefore, suitable for use at the individual level (McCoy et al., 2005a,
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b). Additionally, there have been three relevant criticisms levelled at Hofstede’s work, firstly,
about the scale used (e.g., Dorfman and Howell, 1988) and, secondly, about the limited
number of dimensions (McSweeney 2002) and, thirdly, about the out datedness of the data
which was used in Hofstede’s original study (McCoy et al., 2005). For example, in the study
of McCoy et al. (2005a) who re-evaluated the dimensions proposed by Hofstede, they find
that Hofstede’s dimensions in the US and Uruguay at national level are totally different from
what was reported in the original study. Thus, it can be stated that using Hofstede’s model to
evaluate the cultural dimensions at the individual level is inappropriate and significant
modifications are needed.
The dimensions of national culture that will be focused upon in this study consist of: (1)
power distance which is the extent to which the less powerful members of institutions and
organisations expect and accept that power is distributed unequally; (2) uncertainty avoidance
which is how much members of a society are anxious about the unknown, and as a
consequence, attempt to cope with this anxiety by minimizing uncertainty; (3) individualistic
versus collectivistic which is how much members of the culture define themselves apart from
their group memberships; and (4) masculinity versus femininity which is the value placed on
traditionally male values such as assertiveness or female values such as concern about quality
of life and modesty (as understood in most western cultures).
In this study the impact of national culture dimensions (PD, UA, MS, and IDV) introduced by
Hofstede (1980) are conceptualised in the framework are proposed as moderators. The
rationale for integrating national culture dimensions into this study are twofold: 1- the first
intention is to revalue Hofstede’s national culture dimensions and his findings with special
concentration on Iranian culture and changes since his original study; 2- incorporating
national culture dimensions into the proposed model to understand the impact of these
dimensions on the relationship between organisational culture, leadership style and
organisational effectiveness. As it was argued in the literature review chapter, Hofstede’s
dimensions have been widely accepted and used in many studies in different fields, however,
we should not neglect criticism of his work including the lack of in-depth examination, poor
measurement and, more importantly, an assumption that culture is static and stable and the
time elapsed since his findings. Incorporating national culture dimensions for this study is
also consistent with the literature reviewed in the previous chapter which reveals that
organisational behaviour studies largely applied national culture dimensions in the studies of
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organisational culture, leadership style and organisational effectiveness, but not many studies
actually have measured these dimensions specifically within the same country.
Based on arguments and discussion in this chapter and the previous chapter on national
culture and its impact on organisational culture, these hypotheses are proposed for testing
H4. The relationship between organisational culture and leadership style is moderated by the
national culture dimensions (PD, UA, IDV, and MS)
H4.1. The relationship between clan culture and leadership style is moderated by
national culture dimensions (PD, UA, MS, IDV)
H4.2. The relationship between adhocracy culture and leadership style is moderated by
H4.3. The relationship between market culture and leadership style is moderated by
H4.4. The relationship between hierarchy culture and leadership style is moderated by
3.11 Organisational Size as a Moderator

The impact of organisational size on the relationship between organisational culture,
leadership style and organisational effectiveness cannot be undervalued. There is scant
literature showing the impact of organisational size on any of the constructs (OC, LS and OE)
proposed for this study (Gray et al., 2003; Khan et al., 2009; Fazli and Alishahi, 2012). There
are some studies that show the indirect effect of size on organisational culture by showing the
relationship between organisational size and structure and the impact of organisational
structure on organisational culture (Amis and Slack, 1996; Safari, et al., 2012).
Vadi and Als (2006) argue that the behaviour pattern of any organisation is moulded by
organisational size and area of operation. They further argue that metaphorically there are
some genes that create a certain organisational culture type and size could be considered to be
such a gene for organisational culture. They conclude that organisational culture depends on
organisational size and industry. Another study by Aidla and Vadi (2007) of 558 personnel
from 60 secondary schools in Estonia finds that organisational culture and performance are
related depending on size of school and, in fact, size has a direct impact on both
organisational culture and school performance.
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Reino and Vadi (2010) study the impact of size on organisational values. If organisational
culture is defined as shared values then Renio and Vadi’s study indirectly looks at the impact
of size on organisational culture. They argue that although the industry has great impact on
organisational values, the size of organisation is also a significant predicator of organisational
values. Schein (2010) also argues that there is a positive relationship between the existence of
sub-culture and size of that organisation. Moreover, he further argues that the existence of
subculture is much more likely in more mature organisations, which are in a later stage of life
cycle development compared to younger organisations where leaders’ influence is stronger,
especially if the leader is the founder.
Gray et al. (2003) in their study of 1,918 members of the Institute of Management in
Australia found that smaller organisations are perceived to be more supportive, competitive,
innovative and performance orientated than large organisations. In other words, they argue
that smaller organisations can have a stronger organisational culture, which consequently
contributes to them being more effective and efficient organisations.
Another study by Hermalin (2001) argues that the importance of organisational culture in an
industrial organisation should be calculated through the impact derived from the costs and
benefits of a particular culture. He further argues that the variation among firms in terms of
size depends on how the benefits and costs of a culture vary with size. Wah (2001) argues
that there is a dynamic relationship between organisational culture and organisational size.
He provides an example of a Chinese family company that has grown from a smaller to a
larger size where the culture worked well at the small size but showed disadvantages as the
company grew.
In the study of Australian workplaces by Connell (2001) the results show that organisational
size has a positive impact on organisational culture and management style. She argues that
organisational size also has a direct relationship with the stage of the company in its life cycle
since the smaller companies were also the youngest. As organisations move through their life
cycle, the primary challenge of management is to recognise when the management style and
structure need to change and, therefore, it is not surprising to find that there is a relationship
between organisational size and organisational structure. Furthermore, she found that there is
a correlation between the management decision making process and organisational size. She
also found that in smaller organisations the decision making process is more
participate/consultative and the management style is more democratic. Also, in a study of 80
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employees of the General Office of Sport and Youth of Mazandran Province in Iran the
results show that organisational culture through its relationship with organisational structure
has a direct significant impact on enhancing organisational performance (Safari et al., 2012).
They further argue that there is a great deal of interrelationship between organisational
structure and size of organisations and that organisational size is one of the main factors that
contribute to the development of organisational structure. On the other hand, there is a
tendency toward adopting a more autocratic management style by large size organisations as
they are more likely to be in the mature stage of their life cycle which requires a more
hierarchal organisational structure.
Moreover, in another study of 296 managers from the telecommunication sector in Pakistan
the results show that organisational size significantly moderates the relationship between all
facets of transformational leadership and organisational innovations (Khan, et al., 2009).
They found that organisational size moderates the relationship among all facets of
transformational leadership, apart from idealised influence, and that attribute charisma,
inspirational motivation, intellectual stimulation and individualised consideration have an
impact on organisational innovation.
Therefore, based on the literature review and arguments provided in this section in relation to
the importance of size in influencing the relationship among organisational culture,
leadership style and organisational effectiveness this study proposes the following hypotheses
for testing:
H5. The relationship between organisational culture and leadership style is moderated by
organisational size
H5.1. the relationship between clan culture and leadership style is moderated by
organisational size
H5.2. the relationship between adhocracy culture and leadership style is moderated by
organisational size
H5.3. the relationship between market culture and leadership style is moderated by
organisational size
H5.4. the relationship between hierarchy culture and leadership style is moderated by
organisational size
H6. The relationship between leadership style and organisational effectiveness is moderated
by organisational size
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Table 3.2 provides all hypotheses proposed for this study to be tested and figure 3.8 shows
the relationship among constructs in this study as well as presenting hypotheses related to the
model proposed.
Table 3.2: Research Hypotheses
HN Description
H1.1 There is a relationship between Clan culture and Leadership Style
H1.2 There is a relationship between Adhocracy Culture and Leadership Style
H1.3 There is a relationship between Market culture and Leadership Style
H1.4 There is a relationship between Hierarchy culture and Leadership Style
H2 There is a relationship between Leadership style and Organisational effectiveness
H3.1 Leadership Style will mediate the effect of clan culture on OE
H3.2 Leadership Style will mediate the effect of Adhocracy culture on OE
H3.3 Leadership Style will ,mediate the effect of Market culture on OE
H3.4 Leadership Style will mediate the effect of Hierarchy culture on OE
H4.1 The relationship between clan culture and leadership style is moderated by national
culture dimensions (PD, UA, MS, IDV)
H4.2 The relationship between adhocracy culture and leadership style is moderated by
H4.3 The relationship between market culture and leadership style is moderated by
H4.4 The relationship between hierarchy culture and leadership style is moderated by
H5.1 The relationship between clan culture and leadership style is moderated
organisational size
H5.2 The relationship between adhocracy culture and leadership style is moderated by
organisational size
H5.3 The relationship between market culture and leadership style is moderated by
organisational size
H5.4 The relationship between hierarchy culture and leadership style is moderated by
organisational size
H6 The relationship between leadership style and organisational effectiveness is
moderated by organisational size
The conceptual framework proposed was a tool to investigate the issue related to this study as
well as fulfil the aim of the research. This study addressed the following issues: Due to
significant changes of Iranian National culture since the Islamic revolution establishment,
What type of Organisational Culture can explain the variance of effectiveness of different
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size organisations in private sectors and moreover how manager can influence the culture-
effectiveness relationship through leadership style. Therefore, based on the above issue the
aim for this study is defined as follows.
The aims of this research are that firstly to investigate some mediating and
moderating influences on culture-effectiveness relationship and secondly to
propose a framework based on the literature available on culture-effectiveness
relationship by taking leadership style as a mediator and national culture and
organisational size as moderators which can be implemented in any research
regardless of the context of the study.
Furthermore, the proposed conceptual framework will investigate the following research
questions which were presented in chapter 1.
Does organisational culture affect organisational effectiveness in private sector
organisations?
Is there any relationship between organisational culture types and leadership style?
How does Organisational Culture influence Organisational Effectiveness through Leadership
Style and whether Leadership Style mediates the culture-effectiveness relationship?
How are culture-effectiveness relationship influenced by moderating impact of national
culture dimensions and organisational size?
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Figure 3.8: The Conceptual Model of the Relationship between OC, LS and OE
H3.1 Clan
H1.1 Size
H5.1, H5.2, H5.3, H5.4
H3.2 Adhocracy
H6
H1.2
Organisational
Leadership
H3.3 Market H1.3 H2 Effectiveness
Style
H1.4
H3.4 Hierarchy H4.1, H4.2, H4.3, H4.4
Moderator factors
PDI UAI IDV MSI
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3.12 Measurement Instrument
This research is based on eight variables: (1) clan culture, (2) adhocracy culture, (3) market
culture, (4) hierarchy culture, (5) leadership styles (6) national culture dimensions (PD, UA,
MS, IDV), (7) organisational size and (8) organisational effectiveness. The instrument
developed for this study has four main elements: (1) national culture, (2) four organisational
culture types, (3) leadership styles and (4) organisational effectiveness.
The national culture model developed for this study is based on Hofstede’s national culture
model. However, questions related to national culture are borrowed from a previous study,
namely Dorfman and Howell’s study (1988), which uses a modified version of Hofstede’s
model for individual-level analysis. Before the pilot study was done, this section consisted of
29 questions used to measure the national culture in Iran. However, after the pilot study, the
number of questions was reduced to 22 due to the fact that the seven questions related to the
paternalistic component of national culture were not investigated in the original research by
Hoftsede, and as there is no data available to compare this finding with the original.
The organisational culture concept has been prominent in organisational and management
literature since 1970; however, scholars still disagree on the best way of measuring it
(O’Reilly, et al., 1991; Mullins, 2010). Scholars such as Martin (1992) have suggested the
best way of measuring organisational culture is to use multiple methods, but these methods
are often very complicated and expensive to conduct. What is important is that there is a
consensus among scholars that questionnaires can play an important role in the quantitative
analysis of organisational culture (Cameron and Quinn, 2011; Schein, 2010). The
organisational culture model developed for this study is based on the CVF model and four
types of culture: (1) Clan culture, (2) Adhocracy culture, (3) Market culture, and (4)
Hierarchy culture. In order to investigate organisational culture the researcher used the
Organisational Culture Assessment Instrument (OCAI) in which all the questions in the
questionnaire are all based on the CVF and developed Cameron and Quinn (2011).
The leadership style model developed for this study is based on the Avolio and Bass (2004)
model of three types of leadership style: (1) Transactional, (2) Transformational and (3)
Passive/Avoidant. All questions related to leadership styles are based on the MLQ 5X
questionnaire developed by Avolio and Bass (2004). There are 36 questions in MLQ 5X
developed by Avolio and Bass (2004) to measure leadership styles.
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The organisational effectiveness model developed for this study is based on the CVF model
(Quinn and Rohrbaugh, 1983) and developed from Cameron’s (1978, 1986) study which is
based on the CVF. Examples of dimensions used for this research are:
 Flexibility: the organisation’s ability to adjust itself with external conditions and
demands
 Planning: how clear and important are the organisation’s goals for employees
 Stability: what is the organisation’s reaction to continuity, order and smooth
operation?
 Skilled: how well employees are prepared for the job
As mentioned before, organisational effectiveness measurements are generally based on

Cameron’s (1986) nine dimensions of organisational effectiveness (1978, 1986), the CVM
model (Quinn and Rohrbaugh, 1983), and other relevant literatures. The questions have been
divided into three main parts: measurement of human resource and morale domain, internal
and external environment, and employee’s characteristics and performance.
All questions that are used in this research are based on a 7-point Likert scale, which ranges
from “extremely strongly agree” to “extremely strongly disagree”, apart from leadership
styles, which is based on a 5point scale, which ranges from 0 (not at all) to 4 (frequently, if
not always). The first section of the questionnaire consists of demographic information, and
includes questions on gender, age, education level size and position at the organisation.
A sample of the questionnaire along with the questions using in the pilot study are presented
in appendix A. Some of the questions were deleted and some others needed rewording as a
result of conducting a reliability analysis on the pilot study.
3.13 Conclusions
Based on the literature review, there are different elements that have influence on
organisational effectiveness. Hence, it is valuable to conduct this study to investigate the
effect of organisational culture and leadership style on organisational effectiveness.
Furthermore, it is also important to explore the impact of national culture and organisational
size on the relationship between organisational culture, leadership style and organisational
effectiveness. Chapter three has discussed the concepts of organisational culture, leadership
style, national culture, organisational size and organisational effectiveness. In the first section
of this chapter the researcher proposed a comprehensive conceptual framework for this study,
which contains six major constructs and two moderating variables:
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Clan Culture
Adhocracy Culture
Hierarchy Culture Main Constructs
Market Culture
Leadership Style
National Culture
Moderating Variable
Organisational Size
These eight variables are considered relevant to the research problems. The independent
variable (IV) for this study are clan culture, adhocracy culture, market culture and hierarchy
culture (organisational culture types) while organisational effectiveness and leadership style
are considered as a dependent variable (DV) in which leadership style also acts as mediator in
the culture-effectiveness relationship. Furthermore, both national culture (PD, IDV, MS, and
UA) and organisational size considered as moderating variables. Based on these variables the
conceptual framework was designed for this study which was derived from previous literature
and is in line with the objective of this research.
Then the next section was dedicated to providing the theoretical background and linkage
between the constructs and development of each hypothesis. Therefore, the relationships
among constructs found in this study have been expanded into six main hypotheses and
twelve sub hypotheses and there are tested in the next chapter. The main purpose for this
section was to provide theoretical background and support for the framework and hypotheses
proposed.
As mentioned before, the prime aim of this chapter was to develop a comprehensive
conceptual framework that shows the relationship between constructs and provide a firm
guidance for research through the analysis. In the process of developing the conceptual
framework for this study and extensive review of literature a number of gaps have been
highlighted which was mentioned in the end of the previous chapter. Therefore, hypotheses
are proposed to fill these gaps, and as result, offer a further understanding of the culture-
effectiveness relationship.
It is expected that the results of this study not only provides academics and practitioners with
the knowledge on the relationship between organisational culture, leadership style and
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organisational effectiveness, but also may help managers and practitioners to manage
organisational change to achieve higher organisational effectiveness by taking into
consideration the impact of organisational culture, leadership style, national culture and
organisational size.
The next chapter is concerned with the research design and data collection method and the
methodology undertaken by this study.
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Chapter Four
Research Methodology
4.1 Introduction
In the previous chapter the researcher developed a framework for this study. This chapter’s
subject is to describe the methodology that has been used to justify the research paradigm,
questionnaire design, sampling, and data collection. In this chapter, the research instrument
development has been discussed as well as the pre-test and pilot study results. Moreover, in
brief, this chapter introduces the analytical strategy used to test this study’s hypotheses.
Finally, ethical considerations are discussed and conclusions are drawn.
This research is largely based on the Positivist paradigm, favoured by scholars such as Ouchi
(1981), Peters and Waterman (1982), and Deal and Kennedy (1982) in organisational studies.
After examining the conceptual model of this study and proposing hypotheses relating to
organisational culture, leadership styles, and organisational effectiveness, their relationships
were explored. In this chapter, the researcher discusses the empirical research methodology
including data collection and analysis.
4.2 Understanding Epistemological and Ontological Considerations

The Oxford English Dictionary defines philosophy as the study of the fundamental nature of
knowledge, reality, and existence (Oxford, 2005). In other words, it explains a researcher’s
thoughts on a certain topic where reality is explained. Further, a philosophy describes the
conditions of knowledge which underlie reasoning about existence of certain phenomena.
As stated by Denzin and Lincoln (2000), philosophical assumption can be defined as the
thought, values and beliefs of a researcher about the researched subject matter where his
behaviour in research is adapted to the research environment and vital human characteristics.
In further conducting studies about philosophical assumptions, Guba and Lincoln (1994)
grouped research philosophies in order to reduce complexities and created 3 groups, namely,
ontology, epistemology, and methodology. In their study, ontology is considered to be the
characteristics of the reality that are tested in the investigation and the epistemology is
defined as the complications that are related to the relationship between the researcher and
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the research problems that are formed by the researcher. Further, methodology is defined as
the tools that are used by the researcher to gather as well as validate empirical data to solve
the research questions. Similar definitions were introduced by Myers (1997) and Creswell
(2009). Additionally, in the studies conducted by Guba and Lincoln (1994) and Lincoln and
Guba (2000), an extended approach was executed where they introduced four schools of
thoughts to explain the three philosophical paradigms of positivism, post-positivism, critical
theory and constructivism. Furthermore, Mingers (2003) identified three paradigms which are
positivism, interpretivism and critical research which researchers can use as a guide.
Figure4.1: Epistemological Assumptions for Qualitative and Quantitative Research
Quantitative Qualitative
Positivism Post- Critical Constructivism

positivism theory
Interpretivism
Adopted from Alvesson and Skoldberg (2009) and Creswell (2009)
 Positivism: the word positivism has its root in Latin word of poistum the supine from
pono which means put, set, place, or lay. Therefore, if something “is put, set, placed or laid;
this something is given facts or data, and the one they lie in front of is the researcher”
(Alvesson and Skoldberg, 2009). As explained by Bryman and Bell (2011), this school of
thought adopts the value-free (objective) approach of the natural sciences in their studies
conducted to understand reality. In a study by Guba and Lincoln (1994), the researcher and
the research objects are identified as two different entities with no influence/relationship
between each other, which is also known as the one-way mirror approach.
 Post-positivism: This is an approach which was introduced in early 19th century and
as stated by Creswell (2009), “the post positivist assumptions have represented the traditional
form of research, and these assumptions hold true more for quantitative research than
qualitative research” (p.7). Post-positivism emphasizes the view that a researcher cannot hold
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a positive sentiment about the research knowledge when researching human behaviour. This
approach is very similar to the positivist approach, where the whole concept is based on
objectivism that adopts the concept that social phenomena are independent of social actors,
which was explained by Bryman and Bell (2011). The only variation arises in the method of
inquiry where it also focuses on falsifying the theoretical assumptions or hypotheses rather
than solely focusing on proving cause-law effect.
 Critical theory: Expounded in writing by philosopher Roy Bhaskar, and in part
inspired by Marx’s view of science, it considers both positivism and social constructivism as
too superficial and non-theoretical in their approach to doing research (Alveson and
Skoldberg, 2009). Scholars who follow this school of thought strongly believe that it is not
important to just explain the world but also to change it. As explained by Bryman and Bell
(2011), it is a school of thought that believes in the dualism of realism/subjectivism where it
states that the social phenomenon and the social actors are not independent from each other
and that social phenomenon tends to vary depending on the social actor’s view of reality. It
further emphasizes that the researcher’s view is shaped by the research objective(s) and their
relationship (Guba and Lincoln, 1994). This school of thought uses observations and
interviews as the data-gathering method and it aims to test a hypothesis that is formed based
on a theoretical concept (Guba and Lincoln, 1994; Bryman and Bell, 2011).
 Constructivism: Has its root in phenomenology but more recently has been
associated with postmodernism (Alveson and Skoldberg, 2009). It is a school of thought that
is based on the assumption that social phenomena and their meanings are continually being
created by social actors (Bryman and Bell, 2011). This school of thought promotes similar
beliefs to critical theory where assumptions are based on subjectivism. The difference is that
constructivism believes that reality is the output of social interactions which are formed by
groups of people. The postmodernism/constructivism school of thought tens to use
hermeneutics and interviews as the data gathering method (Guba and Lincoln, 1994; Klein
and Myers, 1999). It could be argued that constructivism is a very broad and multi-faceted
perspective which on the one hand can be seen as an alternative to positivism and on the
other hand to critical realism (Alveson and Skoldberg, 2009).
According to Denzin and Lincoln (2000), positivism and post-positivism hold opposite views
to constructivism since they rely on the ‘scientific deductive method’ which executes
qualitative and empirical research (Creswell, 2009; Alveson and Skoldberg, 2009). In these
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methods, the deterministic-reductionist approach is executed where the concepts are divided
into sub-components with their results and behaviours. In positivism and post-positivism,
variables are used to build a hypothesis which is tested using numerical data gathered through
empirical research (Creswell, 2009). In opposition, critical theory and constructivism
promote subjectivism and interpretivism which is detailed by Mertens (1998). Additionally,
in critical theory and constructivism, the concept of ‘naturalistic inductive methods’ is
employed where the researcher tries to develop knowledge through creating subjective
meanings for their experience of the researched matter (Creswell, 2009). On the other hand,
in objectivism, as discussed earlier, the inquiry method used is qualitative, which does not
divide the concept into segments, rather the concept is examined further (Crotty, 1998).
4.2.1 Selection of Positivist Research Approach
Based on the research problems that are being addressed and past literature, the positivist
approach has been selected. As explained by Hirschheim and Klein (1992), the positivist
method identifies reasons for a problem based on a deductive process. In the
positivist/deductive method, there are three fundamentals that are explained by Bryman and
Bell (2011) and Creswell (2009) as constructing the hypothesis/model or a relationship and
the execution of quantitative methods and value-free explanation provided by the researcher
on the research problems. It could be understood from Alveson and Skoldberg (2009),
Bryman and Bell (2011) and Creswell (2009) in describing the methodical paradigm that they
considered a particular study as positivist if the study analysed the relationship between
variables using quantitative measures while deploying hypothesis testing on a particular
sample to generalize to a larger population. Further, in the inquiry methods available under
positivism are observing, measuring, distributing surveys and questionnaires, on site
experiments, simulations, and case studies (Mingers, 2003).
The main aim of this study is to identify the influence of organisational culture on
organisational effectiveness taking leadership styles as a mediator between the relationship of
organisational culture and organisational effectiveness with national culture and
organisational size as moderators. Since investigating cultural and demographic factors are
included in the study, a positivist approach is recommended. As stated by Orlikowski and
Baroudi (1991), in conducting research using the positive ontology, the researcher’s duty is to
identify the objective physical and social reality by means of utilizing proper tools that will
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identify those specific aspects of reality that are being investigated by the researcher. The
present investigation also uses positivist epistemology as proposed by Chua (1986), who
identified knowledge to be true or false through empirical findings and the hypothetical-
deductive method. In the current investigation, Chua's (1986) criteria for deploying the
positivist concept are identified as the end objective of the investigation, which is to identify
the factors affecting organisational effectiveness. Therefore, to achieve the objective, a
conceptual framework needs to be developed clearly stating the variables and their
relationships including dependant, independent, mediating and moderating variables.
Developing the conceptual framework is based on the literature review presented in chapter
two where it reviewed literature related to organisational culture; leadership styles,
organisational effectiveness, national culture, and organisational size (see chapter 2 and 3).
Consequently, the conceptual framework is built using rationales (e.g., Cameron and Quinn,
2011) in order to reach the targets of the investigation. Even though the investigation is
purely based on positivist methods of research, it does not reject other philosophical
approaches. Nevertheless, there are more supporting factors for choosing the positivist
approach for the investigation. As an example, if there is a need to adopt a post-positivist
approach, an additional series of interviews should be carried out to identify the cause and
effect relationship; however, this further step was out of this study’s scope and was not part
of the current investigation (Guba and Lincoln, 1994).
As opposed to the post-positivist method which focuses on identifying the differences

between the phenomena in order to identify cause and effect (Guba and Lincoln, 1994), the
investigation focuses on identifying the behaviour of common variables in relation to a
certain phenomena; namely, organisational culture, leadership styles, and organisational
effectiveness of managers in private sector organisations in Iran. Bias in the research findings
is minimised by overlooking critical and constructivist theories. However, as the research
objective is solely focused on objectivism, there are no or minimal requirements for the
researchers to get involved in the research problems. Hence, it can be concluded that using a
critical and constructivist research approach is not appropriate as they adopt a
relativist/subjectivist stance which aims to identify an interrelated relationship that exists
between the researcher and the researched object (Guba and Lincoln, 1994; Mertens, 1998).
132
4.2.2 Study Setting
Reed (1996) argues that culture and history influence theorists’ personalities and values, and
these implicit values and personalities, in turn, have a great impact upon their theories. Kuhn
(1970) proposed that, as a result, assumptions and paradigms lie at the root of scientific
knowledge, differences among assumptions in different paradigms lead researchers to use
different approaches. Gioia and Pitre (1990), following Burrell and Morgan (1979), divided
organisational study into four philosophical viewpoints:
 Functionalist
 Intepretivist
 Radical Humanist
 Radical Structuralist (Gioia and Pitre, 1990)
This research used the Competing Values Framework (CVF), which is based on a
Sociology/Functionalist perspective, to study organisational culture and organisational
effectiveness (Cameron and Quinn, 2011). CVF considers culture to be something that
organisations have rather than something they are. Furthermore, this research is based on the
transformational and transactional theory of leadership (Avolio and Bass, 2004) which has its
roots in situational and behavioural theories.
This study was conducted with employees working in varieties of private sector organisations
trading in Iran. The respondents were employees from different levels of the organisations’
management level, including supervisors, junior managers, senior managers and CEOs. Since
the majority of private organisations operating in Iran are based in big cities, the population
for this study was from organisations in major cities like Tehran, Mashhad, Kerman, Shiraz,
Tabriz, and Esfahan. These cities were geographically selected as the sample frame of this
study. According to the Ministry of Labour in Iran, around 75 per cent of all private
organisations operating in Iran are located in these cities. For the purposes of this study, 150
organisations in total, from a variety of sectors and from organisations of different sizes in the
private sector have been chosen. However, only 40 out of 150 organisations accepted the
invitation to participate in this study and the rest refused the researcher’s invitation or did not
respond.
133
4.2.3 Research Design
The research design can be viewed as being the same as the general structure of any research
study. The research design provides readers with information and a framework focusing upon
how the data are collected and analysed in any specific study. According to Bryman (2012),
there are five main organisational research designs that are used in any research study:
experimental, qualitative, action, case study, and survey research. The choice of the most
appropriate research method can include a number of factors such as sampling, population
type, questioning format and content, rate of responding, costs, and eventually the duration of
the information gathering itself (Aaker, et al., 2010). According to Aaker et al. (2010) the
choice among various research methods is strongly determined by research training, social
pressure from the closest social surroundings, and preferences toward the specific results of
the research.
To fulfil the aim and objectives of this research and to test the relationship among the
variables, this study used survey research and data that has been collected through a
questionnaire designed specifically for this study. The researcher collected data through
questionnaires completed by employees at different managerial levels of the organisations.
Similar to other survey research, the study’s main purpose was to explore organisational
culture and organisational effectiveness and the mediating effect of leadership styles on that
relationship, as well as the influence of a set of moderating variables including national
culture and size on those relationships. Information has been collected about the variables
defined for this study and the degree of their relationship with each other.
In cases where the researcher considers a specific organisation as the unit for analysis, the
case study approach becomes the more appropriate choice. On the other hand, when it comes
to research conducted on individuals, the survey approach is favoured (Dwivedi, 2010).
Surveys can be regarded as particularly convenient for issues such as costs, time, and
accessibility (Gilbert, 2005). In order to justify the reason for choosing survey method for this
study, it can be argued that as the number of organisations operating in Iran is so substantial,
collecting more original data was practically impossible due to the researcher’s schedule and
framework. Choosing a number of organisations and only measuring managers’ level of
perception had many advantages, including shorter time, lower cost of travel and postage, and
134
reduced researcher bias. It also served to provide the maximum level of objectivity in order to
test the proposed hypotheses.
Furthermore, the selection of the most appropriate approach is also determined by the
theory’s types and models included with the purpose of examining the relations of causality
between the variables themselves (Chapter 3). As proposed in Chapter 3, the conceptual
model involves a number of hypotheses which require testing prior to the conclusion of the
study itself. For these reasons, it is necessary to gather quantitative information accompanied
by statistical analysis with the same purpose of testing the hypotheses. Although there are a
number of available approaches for research within the quantitative positivist category
(Straub et al., 2005), the survey proved itself on being the most suitable for this research
approach.
4.3 Research Methods and Concepts

The researcher aimed to design research questions which were narrowly focused enough to
guide the research to reach its desired outcome and broad enough to allow for flexibility. It
was also considered important to find the appropriate research methods to collect data to
answer the research questions, and after due consideration, it was decided that it would be
most appropriate if the research used a quantitative methodology.
As Easterby-Smith et al. (1991) claim, research design considers, firstly, what kind of
information is gathered and from where, and secondly, how such information is to be
analysed and interpreted in order to provide good and sufficient answers to research
questions. The aim of this research is to gain in-depth knowledge of organisational culture,
leadership styles and organisational effectiveness from the individual perspective in different
businesses in Iran.
When it comes to the examination of the relationships between theoretical and research
concepts, the deductive approach seems to be the most suitable one (Bryman and Bell, 2011).
Consequently, Sekaran (2003) emphasizes the benefits of the deductive approach for
researchers who start their work with theories and hypotheses and then continue by drawing
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Figure4.2: Research Design
Start
Research Design
Define Key Words, Define Research Develop
Literature Review Questions, Identify Conceptual
Process Research Issues Framework
Develop a Suitable Research

Develop Instrument, Develops Research
Strategy.
Questionnaire Protocol
Quantitative Research
Data Collection
Pre-study Revising and Pilot Study
(Cognitive redesigning
interview) questions Reliability and validity
Conducing the
Revising Questions
Main Survey
Data Analysis
Classifying data Discuss Findings,

Analysing data Recommendation and
And Data entry
Future Research
End
136
logical conclusions through deduction from the study results. In addition, the research project
itself should aim to provide testing of the hypotheses in question.
The deductive approach starts with the accumulation of theories and hypotheses. This
generation process can find its ground in personal experience or in a literature search of the
most appropriate theories and hypotheses. The following step which follows the cumulative
process of ideas is the processing of theories and hypotheses in order to make them suitable
for the empirical phase of the deductive approach. After this, it is required to identify and
select adequate techniques for the measurement of these theories and hypotheses which have
been previously adjusted and operationalized. This phase includes the choice of the most
suitable methodology for research based on the following:
 Instruments for research

 Methods for data collection
 Methods for data analysis
 Data interpretation
 Measurements
 Empirical observations
The final phase of the deductive approach includes the classification of theories and
hypotheses based on those judged to be false and those which are not false. The most
important element of this phase is the determination of the exact extent of falsification
(Crowther and Lancaster, 2008). This research is deductive in nature, and based on a theory-
then-research approach in which hypotheses are set and developed, and then tested through
empirical research. The deductive approach starts with a very general and broad idea which is
narrowed down into more specific hypotheses in a ‘top-down’ approach. In order to either
reject or accept the hypotheses, specific data must be collected from observations that address
the hypotheses. Generally, (though not necessarily) this approach generates quantitative data.
When it comes to this study, its main goals are to examine the relations among the following:
 Organisational culture
 Leadership style
 Organisational effectiveness
 National culture
 Organisational size
137
On the other hand, the ‘research-then-theory’ approach is an inductive approach in which
data are collected and analysed in order to develop a theory, unlike a deductive approach this
method moves from very specific observations to broader ideas and theories in a ‘bottom-up’
direction. The formulation of hypotheses follows from specific observations and
measurements, which set the base and pattern of the research. While deductive approaches
are considered to be very narrow in nature, inductive approaches are open-ended and
exploratory. The inductive approach generally generates qualitative data and researchers
arrive at conclusions through the observation of certain phenomena and the search for
regularities. The researchers are following a logical pattern which is entirely based on
evidence and facts which have previously been observed.
According to Bryman and Bell (2011), in an inductive process, theory is derived from
analysis of the results of the research with the creation of general conclusions which are
derived from specific observations. The inductive approach includes techniques which differ
significantly from deduction techniques due to the process which moves from specific
observations to general concepts and theories. The inductive analysis starts with specific
observations and measurements, continues with the detection, regulation and formulation of
data, and ends with the development of general conclusions and theories (Trochim and
Donnelly, 2006). It is worth mentioning that these approaches can significantly benefit from
being connected with the research philosophies which have already been mentioned.
Therefore, the deductive approach is more related to positivism, while on the other hand, the
inductive approach is more consistent with phenomenology or social constructionism.
Therefore, in accordance with the current study, the deductive approach has shown itself to
be the most suitable for the testing of the theory with empirical testing techniques.
The epistemological position adopted in this research puts a strong emphasis on proven social
facts and causes. Therefore, this research combines realistic ontology with the introduction of
quantitative research methods which explain the causes and manifestations of social
phenomena. The essential assumption is that the social phenomena consist of relatively
sustainable empirical elements which can be easily subjected to identification, studying, and
measuring with the help of techniques adapted from the natural sciences. Taking into
consideration that the data collected for this research is derived from the survey methods
(Myers, 1997) with the significant influence of theoretical constructions (Straub et al., 2005);
138
that is: national culture, organisational culture, leadership style, and organisational
effectiveness, this data is quantitative.
This research is based on quantitative methods. Quantitative data were collected with the help
a questionnaire, which was designed by the researcher based on the Dorfman and Howell
(1988) national culture concept, Avolio and Bass (2004) transformational and transactional
leadership styles and CVF for both organisational culture and organisational effectiveness.
Quantitative methods are used by academics in order to systematically investigate patterns of
relationships among variables. Van Maanen (1979) noted:
‘...in quantitative research the emphasis is on the collection of metric data

using well designed instruments, classifying them into response categories
and synthesizing the collected information to evaluate the existing body of
knowledge or generate new knowledge…’
(Van Maanen, 1979, cited by Das, 1983:305)
Therefore, for the purposes of this study, a self-administrative questionnaire was developed
which was mostly borrowed from existing literatures and questionnaires such as Dorfman and
Howell (1988) on national culture, Avolio and Bass (2004) MLQ 5X on leadership styles,
Cameron and Quinn (2011) OCAI on organisational culture and Cameron (1978, 1986) CVM
on organisational effectiveness. The main reason for choosing a questionnaire was that this
study needed a large number of respondents who were geographically dispersed.
Additionally, a questionnaire is much less expensive than semi-structured interviews. Also, in
general, questionnaires can be distributed and collected all together whereas interviews
cannot.
Furthermore, after long consideration and seeking advice from supervisors, the researcher
realised that a self–administered questionnaire can help to reduce researcher bias and ensure
the anonymity of respondents. Additionally, respondents can complete the questionnaire at
their own pace and at whatever time is convenient for them.
Data collection is a very time-consuming process which can easily take several months. The
pilot study conducted for this study took around one and a half months (from June 2012
through mid-July 2012). The main study began in August 2012 after analysing the pilot study
data and after modifying some of the questions included in the questionnaire. Data collection
139
finished at the beginning of 2013, with the administration of the questionnaire ending in
November, 2012. The researcher tried to ensure that all survey questions were clear, easy to
read and understand and unambiguous. Also, the researcher tried to provide a format and
structure for the questionnaire that respondents could easily follow.
In total, 1000 questionnaires were distributed among managers of private sector organisations
in Iran and 358 were returned, which provided a response rate of 35.8%. In general, the
average response rate of 35.3% can be considered as a good response rate for a mail survey
(Pearce and Zahara, 1991; Wiess and Anderson, 1992). Furthermore, compared with similar
studies in the same field such as Zheng, et al. (2010), Gregore, et al. (2009), Mehr, et al.
(2012), Gholamzaded and Yazadanfar (2012), Tojari, et al. (2011) and Xenikov and Simosi
(2006) the response rate for this study could be considered as acceptable since the response
rate of studies in this field are range from 23 % to 41%.
Table 4.1: Number of Questionnaires Sent and Returned
Size of Organisation Number of questionnaires Number of questionnaires

sent returned
Small 150 50
Medium 350 101
Large 550 202
This study itself uses a survey which is self-administered due to its obvious advantages when
it comes to versatility and speed, including the possibility of it serving as a checkpoint for
ensuring that all interested parties of this study can comprehend the concepts examined
(Grossnickle and Raskin, 2001). The greatest advantages of a self-administered survey are
primarily cost and accuracy (Aaker, et al., 2010). In addition, this type of survey can be
easily designed as well as administered. Furthermore, the interested parties of this study are
provided with discretion when it comes to the questionnaires themselves. That means the
questions to be asked may refer to behaviours, attitudes, demographic and lifestyle issues
(Malthora, 1999). Additionally, according to Kassim (2001), the following characteristics are
to be emphasized and considered when a self-administrated survey is to be used:
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 It is possible to answer these questions by using the options of circling the right
answers in the presence of an interviewer, where the respondent can provide all
required information (Aaker, et al., 2010)
 It is possible to reach the rate of almost 100% due to the immediate collecting of the
questionnaires after they are finished (Sekaran, 2003)
 It is possible to achieve the highest level of privacy and discretion for the respondents,
because they are not required to disclose their true identities (Aaker, et al., 2010;
Sekaran, 2003)
 It is possible to provide a remarkable level of control when it comes to sample
selection (Aaker, et al., 2010)
Self-administered questionnaires have one main element that some scholars consider a
strength, while many others argue it is a weakness: respondents have the opportunity of
reading all questions before answering them. In this study, the researcher would like to look
at this fact in a positive way as it would help answers to be more consistent. One drawback of
self-administered questionnaires is that the researcher cannot be certain about who actually
answered the questions. The reason behind that is when questions were sent to organisations,
it was almost impossible to keep track of where the questionnaire ended up and whether or
not they had gone to those people who were to receive them. However, as organisations in
this study participated voluntarily , there was a good chance that questionnaires were
correctly delivered. Also, in order to avoid the questionnaire being opened by an
unauthorised person from any department, the researcher specifically asked for the name of
the person in each organisation for correspondence and wrote that person’s name on each
package as well as the number of questionnaires in the package. Moreover, the researcher
was not in a position to control the condition under which respondents answered the
questions and whether they answered them during their working hours or in a meeting or in
their own time.
Due to restrictions placed on organisations by the Iranian government, the researcher knew
that asking for additional information as open ended questions would be declined by
organisations and therefore these questions were removed from the questionnaires before
being sent. Very few organisations, two organisations in fact, told the researcher after two
weeks that they had not received the questionnaire, in which case the researcher sent a new
package to them and asked for confirmation of receipt. Also, some respondents claimed that
141
they posted the completed questionnaire but the researcher did not receive them in due time.
This is one of the main disadvantages of the self-administered questionnaire as it can produce
a lower response rate compared with interviews.
Each questionnaire was accompanied by a covering letter which clearly explained the aims
and objectives of this research as well as an assurance of confidentiality and anonymity of
respondents. According to Neuman (1997), a study would receive better attention and
therefore have a better response rate if the respondents were more educated and have a strong
interest in the topic of the research. The researcher promised, after finishing the analysis, to
send the results and findings to those respondents who indicated an interest in the topic.
4.4 Theory Building

This research originally proposed to use primary and secondary data in order to test the
research hypotheses and answer the research questions. Primary data was successfully
collected through the use of self-administered questionnaires in order to find answers to the
research questions on national culture, organisational culture, leadership styles, and
organisational effectiveness in firms. However, the plan to collect secondary data in order to
answer questions related to business performance proved impossible, since access to
information regarding the companies’ profitability for the past five years was declined by
almost all organisations in this study.
The research started by setting initial hypotheses and doing a pre-test using the cognitive
interview technique. Following this, the hypotheses were reviewed and adjusted accordingly
and improvements were made to the data collection methods before a pilot study and final
data collection were carried out.
In order to find and develop testable hypotheses and theory in advance of the pilot study, this
research developed an eight-step approach similar to an eight-step road map presented by
Eisenhardt (1989). The first step was to provide initial, broad, tentative research questions
relating to the literature and hypotheses. The second step was to combine and use different
data-collecting methods, techniques, and instruments. The third step was to carry out a pre-
test using a cognitive interview technique to find out the clarity of the questions. The fourth
step was to review questions and change them if it was necessary to improve their clarity.
The fifth step was to perform the pilot study and provide selected respondents with initial
142
questions using the designed questionnaire for this study. The sixth step, considered the most
important part, was to analyse the data collected within the pilot study sample. The seventh
step was to review, adjust, and finalise the questionnaire according to existing literature by
looking at the overall results and impressions that had been gained from data analysis among
the variables. Finally, the eighth step was conducted after reviewing and finalising the
research hypotheses, which consisted of the final data collection.
4.4.1 Sample Justification
The main motive behind choosing the samples, both in the pilot study and the main study,
was to provide the best chance of producing a deep and reliable analysis of the data. Gaining
valuable data in this research required a good range of responses within each participating
organisation using quantitative research methods. Therefore, it was decided to include a
smaller number of organisations in order to reduce the risk involved in random sampling,
where some respondents may not respond accurately and on time, which would produce a
lower response rate. It may be questioned as to whether the samples were representative of
the total population of organisations and industries in Iran, but the researcher was willing to
take that risk in order to achieve a higher response rate within each organisation (Creswell,
2009; Hair, et al., 2010; Bryman, 2012).
The other reasons for utilizing a convenience sample were ease of access to samples, to get
around government restrictions, and personal contact with respondents, both for the pilot
study and the main research study. The main advantage of the convenience sample is that it
enables the researcher to choose the cases that provide better and higher response rates based
on respondents’ availability. Therefore, convenience sampling enables the researcher to cope
more efficiently with resources available for the research.
Sampling was based upon geographical clusters as the research sample population was
dispersed across the country in different cities. It was accepted that not everyone would
return the questionnaires quickly and responsively as that depends on the willingness of
respondents. Therefore, the main priority was to find organisations in varying sizes and in
different industries, representative of the private sector, and the country as a whole, in order
to answer the research questions.
143
Neuman (1997) argues that research with a small population (under 1000) needs a large
number of respondents, about 30%, in order to be valid. However, in research with a large
population (10,000), there is a need of only 10% (1000) to be accurate and valid. On the other
hand, Roscoe (1975) introduced the rule of thumb which simply states that a sample of more
than 30 and less than 500 is preferable for the majority of research studies including those
studies that use multivariate and multiple regression analysis.
Furthermore, sample size can be considered the single most influential factor of the
generalisation of the results based on the independent variables and observation. A rule of
thumb states that the ratio of cases to independent variables should never be lower than 5 to 1
(Hair et al., 2010), which in fact means that for each independent variable, there should be a
minimum of 5 observations. However, according to Hair et al. (2010), the desirable ratio is
15-20 to 1 and with that ratio, the result can be easily generalised if it is representative. He
further argues that if the ratio should be lower than 5 to 1 there is a risk of ‘over fitting’ the
model to the data making the result too specific, which will prevent generalisation.
Hair et al. (2010) argues that if the researcher implements a stepwise procedure, the
recommended ratio of the number of observations to variables will increase to 50 per each
variable. However, if the researcher cannot meet the recommended criteria, he or she should
make certain of the validity and generalisation of the results. In the case of this study there
were 353 respondents which, according to the recommended ratios, can be considered a very
good number.
The Iranian economy can be divided into three main sectors: agriculture, manufacturing and
service. The companies contacted for this study are all from the manufacturing sector. This
sector was selected because the manufacturing sector is responsible for 46% of Iran’s GDP.
The study was conducted on different sized organisations in the private sector in Iran.
Supervisors/ juniors, middle managers, senior managers, and CEOs were invited to
participate in this research and answer the questionnaire. During the research and data
collection, the researcher assured respondents about the confidentiality of the data obtained
and that the data would only be used for academic purposes. In the first stage of the research,
organisations were divided according to their sizes (small, medium, or large).
Employees were divided into four groups according to their seniority: CEO, senior managers
and duty managers, middle managers, and junior managers and supervisors (although in the
144
case of very small companies, the second level was disregarded). A higher response was
expected from junior managers and supervisors as compared with CEO and senior
management levels.
Table 4.2: Number of Companies by City
No City Number of Companies Number of companies in

contacted the sample
1 Tehran 50 12
2 Mashhad 35 8
3 Kerman 17 5
4 Shiraz 18 5
5 Tabriz 12 5
6 Esfahan 18 5
Total 150 40
According to the table 4.2, the number of organisations that participated in this study was 40.
In total, exactly 1000 questionnaires were sent, in which 353 were returned on time to the
researcher. There was a possibility that if the researcher had personally visited each
organisation, there would have been a larger number of questionnaires collected. But due to
the short period of time and the distance of these cities to the researcher’s home town, it was
impossible for the researcher to travel and visit every organisation
Table 4.3: Survey Questionnaire Items Relations with the Hypotheses and Variables
Factor No. of Source Scale Hypothesis Questions

Item
Demographics
Size 3 Nominal H5.1: Clan LS A2
H5.2: Adhoc LS
H5.3: Market LS
H5.4: Hierarchy LS
H6: LS OE
Gender 2 Nominal A3
Age 6 Nominal A4
Education 6 Nominal A5
Position 4 Nominal A6
National Culture
145
Power distance 6 (Dorfman 7-point H4.1: Clan LS B1- B6
(PD) and Likert H4.2: Adhoc LS
Howell, scale H4.3: Market LS
1988) H4.4: Hierarchy LS
Individualism 5 (Dorfman 7-point H4.1: Clan LS B7-B11
/Collectivism(IDV) and Likert H4.2: Adhoc LS
Uncertainty 5 (Dorfman 7-point H4.1: Clan LS B12-B16
avoidance (UA) and Likert H4.2: Adhoc LS
Masculinity/ 5 (Dorfman 7-point H4.1: Clan LS B17- B21
Femininity (MAS) and Likert H4.2: Adhoc LS
Organisational Culture
Clan Culture 6 (Cameron 7-point H1.1: Clan LS C1-C6
and Quinn, Likert H3.1: Clan LS OE
2011) scale H4.1: Clan LS (NC)
H5.1:Clan LS (Size)
Adhocracy 6 (Cameron 7-point H1.2: Adhoc LS C7-C12
Culture and Quinn, Likert H3.2: Adhoc LS OE
2011) scale H4.2: Adhoc LS
(NC)
H5.2: Adhoc LS
(Size)
Market Culture 6 (Cameron 7-point H1.3: Market LS C13-C18
and Quinn, Likert H3.3: Market LS OE
2011) scale H4.3: Market LS
(NC)
H5.3:Marke t LS
(Size)
Hierarchy Culture 6 (Cameron 7-point H1.4: Hierarchy LS C19-C24
and Quinn, Likert H3.4: Hierarchy LS
2011) scale OE
H4.4: Hierarchy LS
(NC)
H5.4: Hierarchy LS
(Size)
Leadership Style
Transformational 20 (Avolio and 5- point H1: OC LS D1-D20
Bass, 2004) scale H2: LS OE
H3: OC LS OE
H4: OC LS (NC)
H5: OC LS (Size)
H6: LS OE (Size)
Transactional 8 (Avolio and 5- point H1: OC LS D21-D28
H3: OC LS OE
H4: OC LS (NC)
H5: OC LS (Size)
146
H6: LS OE (Size)
Passive/Avoidant 8 (Avolio and 5- point H1: OC LS D29-D36
H3: OC LS OE
H4: OC LS (NC)
H5: OC LS (Size)
H6: LS OE (Size)
Organisational 41 (Cameron 7-point H2: LS OE E1- E41
effectiveness and Quinn, Likert H3: OC LS OE
2011), scale H6: LS OE (Size)
Cameron
(1974, 1986)
4.4.2 Questionnaire
Although quantitative methods alone were not considered adequate to provide reliable data
(Cohen et al., 2000) to determine the dominant organisational culture, leadership styles or
even organisational effectiveness, there was no opportunity for the researcher to collect
qualitative data. Questionnaires, distributed in Farsi (the local language), were presented to
the sample of organisations in Iran. In order to avoid bias in the questionnaires, the researcher
tried to ensure that questions were not leading, and would not result in any opinion formed by
the researcher. For the purpose of this study researcher applied back translation technique in
which the questions were designed in English and were translated into Farsi and back again
in four stages to ensure their clarity:
Stage 1: The questions were translated from English to Farsi by the researcher
Stage 2: The questions were translated to Farsi by a professional translator
Stage 3: After considering both translations, some questions were modified and a
finalised set of questions was produced
Stage 4: For the final check, another professional translator was employed to
translate questions from Farsi back to English
After the process of translating questions from English to Farsi, it was necessary to test them
in order to ensure their clarity and determine the effectiveness of the questionnaire in terms of
format and wording. This checking was carried out as part of the pre-test, where fellow
Iranian researchers were invited to participate in a cognitive interview setting. They were told
that the questions were being tested and their thoughts and views were extremely useful for
147
the research. After receiving both positive and negative feedback with regard to the
questions, it was possible to make minor improvements to the questionnaire.
The questionnaire was designed to help the researcher collect basic information on the
employee’s demographics, national culture, organisational culture, leadership style, and
organisational effectiveness factors. The researcher was warned by supervisors and his
mentor that the questionnaire might need to be changed or adapted after receiving responses
back from the pilot study. In addition, the researcher was advised by his mentor to avoid
numbering the questions in the questionnaires in order to avoid the psychological tiredness
caused by answering around 120 questions.
4.4.3 Non-Response Bias
A biased sample can be defined as a sample which differentiates systematically from the
population where it was being taken (Fowler, 2002). This non-response bias takes place when
certain numbers of people who participate in the survey do not respond. In addition, they
have distinctive characteristics which differentiate them from the people who actually
responded in the survey (Dillman, 2000). When it comes to these situations, the non-response
is described as being selective. It is important to fully understand the non-response bias,
which serves as one of the four primary sources of error in surveys (2007).
Non-response bias occurs more often in the research where phone or mail surveys are being
used. In this research, a self-administered questionnaire was used and in most cases
questionnaires were delivered to organisations. Through the acceptance of this procedure, the
possibility for bias to occur is being significantly minimized.
 4.4.3.1 Reducing Non-Response
According to Fowler (2002), the following four measures are to be applied in order to
decrease non-response bias:
 It is necessary for the layout to be clear in order for progress to be easily checked
 The questions are to be nicely spaced in order to be read easily
 The response options are to be easy to choose
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 The response options themselves should include: check, box, or circling a number
option. These three measures are to be followed through the development and
validation of the validity instruments, pre-test and pilot test activities.
A self-administered survey was used in this study, which was paper-based because of its
advantages which include versatility, speed, and check-points that insure better
comprehension of the study’s requirements for the respondents (Grossnickle and Raskin,
2001). This type of survey can be easily administered and developed. Additionally,
respondents can answer questions with full consideration and privacy. Furthermore, Kassim
(2001) emphasizes the following advantages of self-administrated surveys:
 The questions can be answered in an easy manner by circling the appropriate response
in the presence of an interviewer; in addition, respondents can ask for certain
questions to be clarified (Aaker et al., 2010).
 A significantly increased response rate of almost 100% which can be ensured due to
the immediate collection of questionnaires after they are completed (Sekaran, 2003).
 Ensured respondents’ privacy due to the fact that they are not obliged to reveal their
identities (Burns and Bush, 2002; Burns, 2005).
 The highest possible degree of control when it comes to sample selection (Burns and
Bush, 2002; Burns, 2005)
The majority of respondents included in both the pilot and the main study were satisfied
when it comes to the length, layout, and availability of reading material, although there were
some concerns regarding the number of questions asked. This means that the chances for
non-response are minimized due to the characteristics of the data collection tools (i.e., paper-
based survey) used for the research. By accepting this procedure, the possibility of bias in
data collection processes was minimized.
4.4.4 Questionnaire Format
The researcher was advised by the research supervisor team to use strictly structured
questions to avoid any bias, and it was felt that it would be appropriate to have three open-
ended questions. These were mostly concerned with what employees feel about the
leadership style of the organisations for which they work, how they have been treated, the
opportunities for promotion, and what needs to be done to improve effectiveness in their
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organisations. However, in the pilot study, 77 per cent of employees left these questions
blank, so the decision was taken to delete them.
As mentioned previously, much of this study was based on Dorfman and Howell’s (1988)
national culture, Avolio and Bass’ (2004) leadership styles, CVM and Cameron’s (1998)
organisational effectiveness and the CVF, and organisational culture, according to which
organisational culture has four types: clan culture, adhocracy culture, market culture, and
hierarchy culture. All questions used in this study were either directly borrowed from existing
literature and questionnaires such as national culture, the MLQ 5X, and the OCAI or were
designed/modified according to previous studies like Cameron (1978, 1986). The whole
questionnaire was divided into five sections from A to E. Section A was related to
demographic questions and before the pilot study also section A consisted of seven questions
which were eventually reduced to five. Two questions relating to income and religion were
deleted.
With regard to section B of the questionnaire, which included 21 questions on national

culture using Hofstede’s national culture dimensions (but slightly modified in the Farsi
translation) measured by Dorfman and Howell’s (1988) scale study, seven questions were on
the paternalistic dimension as well as one from the individualistic dimension were deleted
after the pilot study. Dorfman and Howell’s (1998) questionnaire proved to be reliable and
persistent and has been used in many studies in the Middle East, Asia, Europe, and America.
Section C, which includes 24 questions on organisational culture, was borrowed directly from
the Organisational Culture Assessment Instrument (OCAI). No modifications were made to
these questions since they have been proven to be accurate and effective in diagnosing
organisational culture (Cameron and Quinn, 2011). The OCAI has been used in a variety of
extensive studies from the Far and Middle East to USA and Canada. The OCAI asks
respondents to answer 24 questions based on six dimensions, thought by Cameron and Quinn
to be critical and important in gaining an understanding of organisational culture. Generally,
the OCAI uses a response scale in which respondents allocate 100 points among four
statements given for each of the six dimensions. However, this study uses the same questions
but in Likert-scale format based on the advice of Dr. Cameron (author of OCAI with personal
contact by email with Dr. Cameron). As Cameron and Quinn (2011) explain, these
dimensions originated from psychological archetypes, and are designed to help managers
better understand their organisation’s culture.
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Section D consisted of 36 questions based on the transformational-transactional theory of
leadership designed by Avolio and Bass (2004) and called the MLQ 5X. The questionnaire is
designed to measure three leadership styles, namely transformational, transactional, and
passive/avoidant leadership styles. The transformational leadership style has five sections
with 20 questions, Idealised Attributes (IA), Idealised Behaviours (IB), Inspirational
Motivation (IM), Intellectual Stimulation (IS), and Individual Consideration (IC). The
transactional leadership style has two sections with 8 questions, Contingent Reward (CR) and
Management by Expectation (Active) (MEBA). Finally, the passive/avoidant leadership style
also has two sections with 8 questions, Management by Expectation (passive) (MEBP) and
Laissez-Faire (LF). The MLQ 5X designed by Avolio and Bass (2004) has been shown to be
very accurate and effective in studying leadership styles and has been used in many countries
in Europe, America, the Middle East, Africa, and Asia.
Section E consisted of 41 questions based on the CVF, Cameron’s (1978, 1986) studies of
organisational effectiveness, and previous studies including the Organisational Effectiveness
Questionnaire (OEQ) (Steele, 1988), aiming to measure Organisational Effectiveness. It has
been argued that there are around 15 different models for measuring effectiveness introduced
by different scholars in the literature. These include the Goal Attainment Model, the
Resource Based Model, the Internal Process Model, the Competing Values Model, the
Balanced Effectiveness Approach, the Ridley and Mendoza Model, the Bhargava and Sinha
Effectiveness Model, and Handa’s Approach. But the reason that the researcher used the CVF
and Cameron (1978, 1986) as a basis for this study was that those studies of organisational
effectiveness are based on the multiple constituency theory/school which would provide the
researcher with a more comprehensive picture and perspective.
The questions in section E were divided into ten main categories. These related to employees’
job satisfaction, manager’s and supervisor’s satisfaction, organisational health, reward and
punishment, employee’s job development and customer’s satisfaction, professional
development and quality of development, employee’s personal development, teamwork, trust
and communication, system openness and community interaction, and the ability to acquire
resources. In the process of designing the questionnaire, based on the CVF, and Cameron
(1978, 1986), the researcher tried to make sure that questions would be relevant to the Iranian
context and culture without changing their original concepts. The questions were designed to
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gain an in-depth understanding of organisational effectiveness characteristics in Iranian
organisations.
Bias on the part of respondents was always a central concern. Although the researcher tried
not to give any indication to respondents, there was always a concern that the respondents
would answer the questions in a way that they might believe the researcher wanted.
As mentioned, all questions in this study regarding both organisational culture and
organisational effectiveness were based on the CVF model (Quinn and Rohrbaugh, 1983) and
the researcher in designing organisational effectiveness questions took into consideration
CVF factors such as:
 Flexibility: an organisation’s capability to deal with change and attitudes towards it,
both externally and internally
 Acquisition of scarce resources: including human resources, finance and employees’
development
 Planning: clarity of goals and objectives, productivity and efficiency
 Availability of information: the channels that convey information to different levels of
the organisation
 Stability: chain of command, cohesiveness, respect and the reward and punishment
system
 Training and employees’ skills: level of training available and systems in place to
improve employees’ skills (Quinn and Rohrbaugh, 1983)
4.4.5 Limitations of Quantitative Methods
Every study has its limitations and this study is not exempt. This study’s limitations concern
the following issues: 1- the design of this study and initial sampling as to whether or not they
are representative of all organisations in the country; 2- the clarity of the self-administered
questions (translated from English to Farsi) and whether everybody has the same
understanding of them; 3- respondents’ bias, and whether they would answer questions
conscientiously; 4- government restrictions on collecting data. Also, as Bryman (2012) noted,
in the case of self-administered questionnaires, respondents can read all the questions before
they start answering the first question. Therefore, knowledge of the later questions may
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influence their responses to earlier questions. In addition, there is always the risk that
questions are not being answered by the appropriate person.
The problem of ‘non-response’ is also an important consideration. In random sampling there

is always the risk that those who have been chosen to participate in the research do not
respond. Therefore, as Bryman (2012) argued, there is normally a substantial difference
between the selected sample and those that complete the survey. It is argued that low
response rates are not necessarily worse than high response rates in terms of
‘representativeness’, but they tend to be more biased. However, to avoid the risk of a low
response rate, the researcher used convenience sampling.
4.4.6 Pre-Test and Pilot Study
The data collection stage in this research study was divided into three phases, namely the pre-
test, pilot study, and main study. After designing the questionnaire, around 10 fellow Iranian
Ph.D. students from universities in London were invited to a cognitive interview and asked
about the questions. According to Willis (1994, 1999), the cognitive interview can be
conceptualised as a modification and expansion of the usual survey interviewing process. The
researcher has been specially trained to conduct cognitive interviews and was familiar with
the procedures. Cognitive interviews can be differentiated from field interviews through the
application of two varieties of verbal report methods: 1- think-loud and 2- verbal probing. For
the purpose of this study and to have a better understanding of respondents’ response to each
question, the researcher has applied both these methods. At the first stage participants were
asked to verbalise his or her thinking as he or she answered the questions (Davis and
DeMaio, 1993; Bickart and Felcher, 1996). Then after respondents provided their answer to
the relevant question, the researcher asked additional probing questions to further elucidate
the subject’s thinking (Belson, 1981; Willis, 1994, 1999).
After analysing the results from the pre-test and doing some adjustments on the questions,
exactly 85 copies of the new version of the translated questionnaire were sent to three
organisations, one from each size category, for the purposes of the pilot study (Table 4.3). In
total, 50 individuals replied with fully completed questionnaires, producing a response rate of
59%. The researcher was advised not to have too large a sample for the pilot study, as this
may increase the possibility of losing potential respondents for the final data collection. The
respondents were not aware that they were chosen for a test. After conducting the pilot study,
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10 out of the 50 people who participated in the pilot study were chosen for face-to-face short
cognitive interviews to obtain more knowledge and understanding of the questions and to
identify whether there was any need for any change in wording or structuring of the
questions. Then, final amendments were made to the questions before the main study was
conducted.
Table 4.4: Number of Questions Sent and Received for the Pilot Study
Pilot Study
Size No. of questions No. of questions

sent received
Small 10 9
Medium 25 15
Large 50 26
According to Powney and Watts (1987), Creswell (2009), and Bryman and Bell (2011), a
pilot study with a small sample helps to test three functions by:
 Checking whether or not the organisation under study meets the research
requirements
 Putting the interviews’ structure and logistics to a practical test
 Acting as an opportunity for the researcher to develop his/her communication skills
The motives for choosing to do a pre-test and pilot study before the final data collection were
based on the work of Converse and Presser (1986), Bryman and Bell (2011), and Bryman
(2012), who all agree that a researcher who can conduct more than one pre-test would be in a
better position if they use a participatory pre-test first and an undeclared test second. Also,
the aim was to test the clarity of the questions and to ascertain the reliability of the instrument
used in order to achieve the research objectives in general. Additionally, the pilot study
helped the researcher estimate the time needed to answer questions and if there was a need
for any rewording on any of the questions.
The pilot study data collection was divided into two phases: the first phase consisted of a
survey on national culture with 29 questions, and a second phase in which data was collected
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on organisational culture, leadership style, and organisational effectiveness. The pilot study
started at the beginning of June and ended by the mid July in 2012. Questions were sent by
mail to designated persons in three different organisations to be distributed, which out of that,
50 replied to the researcher. The average time for answering questions was around forty five
minutes in total, of which the national culture section took around 10 minutes, leadership
around 10 and organisational culture and organisational effectiveness took around 25.
In order to measure the reliability of the questionnaire, the researcher measured internal
consistency using Cronbach’s alpha as this instrument has been widely used to measure the
reliability of scales. Although Bryman (2012) suggests that an acceptable Cronbach’s alpha is
around .80, De Vaus (2002) proposed that 0.6 should be considered as indicative of
acceptable reliability. Also, according to Sekaran (2003), the reliability of scales increases as
alpha approaches 1.0. In general, an alpha less than .6 would be considered as indicative of
poor reliability, with 0.7 considered acceptable, and above 0.8 considered high.
Table 4.5: Pilot Study Questionnaire Internal Reliability
No Description No of No of Cronbach’s No of items Cronbach’s

Cases items alpha deleted Alpha
1 PDI 50 6 .83 None .83

2 UAI 50 5 .79 None .79
3 IDV 50 6 .50 1 .75
4 MASI 50 5 .85 None .85
5 Clan 50 6 .95 None .95
6 Adhocracy 50 6 .73 None .73
7 Market 50 6 .86 None .86
8 Hierarchy 50 6 .89 None .89
9 Transformational 50 20 .80 None .80
10 Transactional 50 8 .78 None .78
11 Passive 50 8 .72 None .72
12 Leader (comb of 50 36 .76 None .76
all 3)
13 OE 50 41 .90 None .890
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After analysing the data from the national culture section, the results indicated that
Cronbach’s alpha for three scales was acceptable and that one was very low. The scores,
before deleting any item, were in the range of 0.50 for IDV to 0.85 for MSI. After deleting
one item from IDV, the range was acceptable, with alpha ranging from 0.75 for IDV to 0.85
for MSI (table above). In order to increase the reliability of the national culture questionnaire,
the researcher had to delete item IDV6. Additionally, after collecting data for the pilot study,
the researcher decided to totally delete 7 questions from the paternalistic category from the
main study due to their insignificant contribution to this research and the lack of previous
data on this variable. Therefore, the national culture questionnaire was reduced from 29
questions in the pilot study to 21 for the main study.
The second part of the pilot study was based on organisational culture, leadership styles and
organisational effectiveness questions with 24, 36, and 41 questions included, respectively.
After analysing the data on organisational culture, the result showed that Cronbach’s alpha
for all scales varied within an acceptable range from .73 to .95 (Table 4.5). The results also
showed that Cronbach’s alphas in the leadership styles section for all scales varied within an
acceptable range from .72 to .80 and for all scales together (36 items, as leadership style was
taken as one mediator), the range was .73 which suggests that they can be taken as one
variable. Finally, after analysing the data from organisational effectiveness, the result
indicated that Cronbach’s alpha was very high at .890 (Table 4.5).
The instrument also had face validity as the items in the questionnaire, on the face of it,
appeared to measure the concepts that the researcher wants to study (Sekaran, 2003). Face
validity can simply be improved by rewording and restructuring items in terms of what
appears relevant and plausible in the particular setting in which it is intended to be used
(Anastasi, 1983). Three questions, one focused upon organisational culture and two focused
upon organisational effectiveness, have been rephrased and restructured after receiving
comments from Iranian academics, who are experts in these concepts.
4.4.7 Pilot Study Outcome
A pilot study is normally conducted before moving to the main study phase in order to check
feasibility in terms of reliability and validity to improve the instrument designed for the
proposed study (Zikmund, 2003). According to Ticehurts and Veal (2000) a pilot study helps
to eliminate possible weakness and flaws in the survey instrument by testing layout, wording,
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sequence, response rate, completion time and analysis process. According to Luck and Rubin
(1987) a pilot study sample should around 10 to 30 members of the population of the study.
It could also be argued that the main advantage of a pilot study for this study was that it
helped the researcher to have a better understanding of the design and structure of the
questions as well as it helped to purify the initial version of survey instrument. There were
many examples of interesting comments from participants with regard to wording, format of
the questionnaire and inappropriate sequencing. The researcher gained many insights by
reviewing the comments and it was better to find problems in the early stage before moving
on to the main study and distributing questionnaires to a large sample. However, it was clear
that conducting a pilot study would help the researcher to test all aspects of the survey and
not only question wording or structure (Ticehurts and Veal, 2000).
Data collected from the pilot study was analysed using preliminary statistical methods with
the help of SPSS 18 and respondents’ feedback were summarised. By analysing the pilot
study data biases in terms of answering similarly to all items or choosing only a certain scale
could be detected (Sekeran, 2003).
4.5 The Main Study

After reviewing and rearranging the questionnaires, the total number of questions in the final
questionnaire was 122 (Appendix A). The self-administered questionnaire was posted or
presented to respondents by mail along with a pre-paid postage return envelope as well as an
electronic copy of the questionnaire being provided for those who asked for one. In addition,
each questionnaire was accompanied by a covering letter provided by the researcher, on
University of Brunel headed paper, explaining the aims and objectives of this research.
Respondents were assured that their answers would remain confidential and would be used
for academic purposes only.
Table 4.6: Number of Organisations in the Study
No. of organisations No. of organisations originally No. of organisations that

approached accepted to participate actually participated
150 93 40
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As mentioned before, a convenience sample of 150 organisations in the private sector in Iran
was created with the help of the Iranian embassy in London, the Ministry of Work and Social
Affairs, and Iranian business contacts. After contacting all 150 organisations by email or
phone, 93 out of 150 agreed to take part. However, one month before the final data collection
started, the researcher learned that almost all of the organisations that had agreed to
participate would no longer be willing to do so. This was due to a new order issued by Iranian
intelligence services, disallowing organisations from collaborating with Iranian students
outside of Iran.
It should be appreciated that Iranian society is generally patriarchal in contrast to most of the
Western world. After contacting some high officials in the government, by virtue of the
researcher’s relationships with people (both family and friends) higher up the hierarchical
order, he was able to gain permissions for the research to go ahead and access relevant people
and data. Though this might seem strange, it is an open secret in many Eastern cultures. After
explaining the nature of the research, some support for the study was gained and the
researcher also managed to reach some influential businessmen, using personal contacts in
leading industries, to persuade them to participate in the research.
In the end, 40 organisations agreed to participate, albeit giving limited access to employees as
well as insisting they remain anonymous. However, even with the support of officials, and
some politicians, when it came to interviews, none of the 40 organisations agreed to
participate. That was why the researcher decided to use only quantitative methods and not
mixed methods although mixed methods were desired. The period of administration and data
collection took around seven months.
As mentioned before, organisations of different sizes in Iran’s main cities were chosen for
this study. The cities included were Tehran, Kerman, Isfahan, Tabriz, Shiraz and Mashhad.
The respondents represented, from private sector organisations, in such diverse settings as a
tyre factory, a cable factory, a food processing organisation, a match factory, and
construction organisations. The organisations have been divided into three categories with
regard to their size. Organisations with less than 50 were considered ‘small’, those that had
between 50 and 249 employees were considered ‘medium’, and those with over 250
employees were labelled ‘large’.
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A convenience sample of 1,000 respondents from various management levels of the
organisations was established. Questionnaires were posted to organisations and then
collected, posted by return stamped envelopes provided by the researcher, after they were
completed. In some cases the researcher personally delivered the questionnaire to
organisations, and this involved travelling up to 1,000 miles and residing for several days in
the location to ensure a high response rate. In a few cases ‘snowball’ techniques were used, as
some business owners and managers gave referrals to other organisations (Vogt, 1999; Berg,
1998). Also, in the case of those organisations in which the researcher personally delivered
the questionnaire, it was decided that the researcher would not be present when the
questionnaires were being completed by employees. They were asked to answer them at their
own convenience and return them in an unmarked envelope to the manager in charge within
two days. By doing this, the researcher hoped to avoid putting pressure on employees that
might have led to distorted responses to questions. In total, some 353 completed
questionnaires were collected, giving a response rate of 35.3%.
Table 4.7: Number of Organisations, Questionnaires and Respondents
No. of No. of questionnaires No. of

organisations that distributed to questionnaires
participated organisations returned
40 1,000 353
It is worth noting that out of the 1,000 questionnaires, 550 were distributed to large size
organisations, 300 to medium size and 150 to small size organisations. Out of 1000 questions
in total, 202, 101, and 50 were returned completed, respectively. The response rate within
each sample was 36.7%, 33.6%, and 33.3%, respectively.
4.5.1 Statistical Techniques
The selection of the most suitable statistical analysis techniques is the next step. In order to
explore the research problems, objectives, and data characteristics, the most appropriate
statistical analysis techniques were selected. For this study’s purposes, the following
statistical techniques are to be used:
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 4.5.1.1 Descriptive Statistics
These statistics are related to the processing of raw data into forms suitable for the
presentation of descriptive information. This type of analysis includes the following:
frequency tables, diagrams, central tendency measures (mean, median, and mode) and
dispersion measures (Bryman and Bell, 2011).
 4.5.1.2 Correlation Analysis
This type of analysis examines the correlations of variables which describe the direction and
their degree of association. The correlation matrix involves the correlation coefficients for the
variables in question (Robson, 2002). It has to be emphasized that a very low correlation has
values under 0.20, a low correlation has values from 0.21 to 0.40, a moderate correlation has
values from 0.41 to 0.70, and a high correlation has values from 0.71 to 0.91 (Pfeifer, 2000).
In this study, Pearson’s correlation is used for the purposes of testing certain relationships
between measured and latent variables.
 4.5.1.3 Regression Analysis
This type of analysis is used for the examination of the relationships among variables where a
certain variable is only a function of other independent variables. According to Hair, et al.
(2010), this is used for analysing the relations between one single dependent variable and a
group of independent variables. The main role of linear regression analysis is to determine
whether or not a significant relationship exists between the independent variables such as
organisational culture construct and dependent variables such as organisational effectiveness.
Multiple regression analysis is used for examination purposes of the research hypothesis.
This study uses multiple regression analysis for the purposes of predicting the outcomes
based on the levels of the various predictors (Field, 2009). The researcher included the testing
of the underlying assumptions of multiple regression analysis with the clear purpose of
ensuring the validity of the results obtained. For instance, the relations between the
independent variables on the one hand, and the relations between the dependent and
independent variables on the other hand are analysed through the appropriate correlations of
coefficients for every pair of variables which were used for this study. Multicollinearity tests
were introduced through the use of variance inflation factors (VIF) for the purpose of testing
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multicollinearity among the independent variables. The results of these multicollinearity tests
were mainly dependent on the VIF values of all independent variables.
 4.5.1.4 Factor Analysis
This type of analysis is a technique particularly suitable for handling a number of variables in
establishing the correlations among these variables. The main purpose is to summarize the
data contained in a large number of variables into a smaller number of factors. This technique
examines the numerical nature and structure of the underlying factors which are influencing
the relations between the set of variables (Schwartz, 1971). When it comes to the factor
matrix, this is the coefficient table which is expresses the relations between the variables and
factors included. These elements of the factor matrix are described as the “factor loadings.”
4.5.2 Test of Reliability
According to Bryman (2012), any data analysis relies on the measurement reliability and
validity of the data collected. According to Bryman (2012), reliability refers to measurement
method consistency in data analysis. A measurement method is reliable when we can collect
consistent responses. In the case of a questionnaire, a questionnaire is reliable if it draws
consistent answers from respondents. There are varieties of different methods to evaluate the
reliability of the instrument; nonetheless, there is no single method that all researchers agree
can be used in every situation.
After finalising the data collection, the reliability of the instrument was examined and the
result showed that the Cronbach’s alpha reliability coefficient for all scales used in this study
were within an acceptable range. These scores varied from 0.68 to 0.89 in the national culture
questionnaire, from 0.60 to 0.89 in the organisational culture questionnaire, from 0.67 to 0.72
in leadership style (which for all 36 items is 0.68) and .87 in the organisational effectiveness
questionnaire.
Generally speaking, the internal reliability for the main study was lower than the pilot study
as the respondents in the pilot study were from three organisations, one from each size, and
all from Tehran. But the main study’s respondents were from 40 organisations in six big
cities. The difference between the pilot study’s and the main study’s internal reliability were
found to be small. The most important consideration in regard to the internal reliability of the
main study was that all figures were acceptable.
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Table 4.8: Main Study Questionnaire Internal Reliability
No Description No of Cases No of items Cronbach’s alpha
1 PD 353 6 .83
2 UA 353 5 .744
3 IDV 353 5 .697
4 MA 353 5 .897
5 Clan 353 6 .768
6 Adhocracy 353 6 .756
7 Market 353 6 .878
8 Hierarchy 353 6 .829
9 Transformational 353 20 .709
10 Transactional 353 8 .709
11 Passive/avoidant 353 8 .671
12 Leader (comb. of all 353 36 .70
3)
13 OE 353 41 .824
to be small. The most important consideration in regard to the internal reliability of the main
study was that all figures were acceptable.
4.5.3 Test of Validity
Validity is related to the issues of measuring accuracy. According to Burns and Bush (2002),
both definitions, conceptual and operational, are of equal importance for the measuring of
concepts. There are several validity tests available, which include:
 Content Validity
 Validity related to criterion issues
 Construct Validity (Sekaran, 2003)
In the current study, Pearson's correlation coefficients were conducted in order to ensure
convergent validity between items measuring the same construct, as well as to ensure
discriminant validity among items measuring differing constructs. Face validity was apparent
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from a review of the questions and constructs used in this study, while external validity was
limited because a random sample was not utilized here.
 4.5.3.1 Content Validity
This type of validity refers to the subjective professional agreement where the most important
thing is for the measurement scales to express accurately the area of measurement (Cooper
and Schindler, 2001). This study’s validity is tested as well by:
 Prior literature review serving as the source of questions

 Professional panels as the sources of valuable judgments for the concepts in
questions. Certain revisions are possible for the instruments according to the
suggestions provided.
 Pilot studies within the groups of similar subjects (Iranian researcher and Ph.D.
students).
 4.5.3.2 Construct Validity
This type of validity is to be examined through the following:
 Correlation analysis which includes convergent and discriminatory validity

Factor analysis
 The multi-trait and multi-method matrix of correlations (Cooper and Schindler, 2001).
 4.5.3.3 Convergent Validity
This type of validity includes the items used for the measurement of the elements that are
mutually positively related (Parasuraman, 1991). Convergent validity is especially related to
criterion validity (Zikmund, 2003). Additionally, they contribute to the degree to which two
measurement concepts are related to an appropriate correlation as a clear indication about the
measurement scale in question. According to Robinson (1991), the item-to-total correlation is
to exceed 0.50, and the inter-item correlation is to exceed 0.30. On the other side, Cohen and
Cohen (1983) introduces the larger correlation of r = 0.50 to 1.
 4.5.3.4 Discriminant Validity
This type of validity requires an item not to correlate too highly with the items of different
constructs (Hair et al., 2010). According to Brown (1993), discriminant validity involves the
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statement that measurements of the theoretical unrelated constructs actually do not correlate
highly among themselves. In this study, the correlation matrix and inter-construct correlation
are to be analysed from the convergent and discriminant validity perspective.
4.5.4 Hypotheses Testing
In this study, hypotheses were tested through the use of multiple regression analysis. This
method is widely used and accepted for investigating the relationships between one
dependent variable and several independent variables according to underlying statistical
theory (Hair et al., 2010). When it comes to the data analysis, the researcher used SPSS 18
for examining the data. According to Hair et al. (2010), the following presumptions are to be
examined:
Descriptive Statistics, which include the examination of the potential outliers, are to provide
an overview related to the collected data used for the purposes of analysis. The examination
of the potential outliers is of great importance due to their potential influence on coefficients
and the sample’s representation of the relationships (Hair et al., 2010). For this purpose,
SPSS 18.0 for Windows was used (Chapter 5). Multi-collinearity refers to the relationship
between the two (collinearity) or more independent variables (multi-collinearity) through the
regression model. An ideal situation is to include a number of independent variables which
are highly correlated with the dependent variables themselves, but with weak or little
correlation between them. In case of an immense level of multi-collinearity, the separation
process of the independent variables’ effects becomes even more difficult. In addition, what
makes the examination of every independent variable’s contribution difficult is that the very
nature of the independent variables themselves as confounded. In order to diagnose this
problem, the researchers included SPSS 18.0 for Windows which is used for comparing the
condition index and VIF (variance inflation factor) of the suggested model for threshold
values (Hair et al., 2010).
Residuals normality refers to the independent variable X values where the assumption of the
normal distribution of the residuals around the regression line is valid. The violation of this
assumption can influence the significance of the statistical tests, especially to those related to
small samples. In addition, the residuals’ normality is very often an indicator of some other
problems of regression models, for example a misspecification where the wrong regression
model is being used (Cohen et al., 2000). The Kolmogorov and Shapiro method test (Field,
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2009), including a histogram of all variables accompanied by the normal distribution Q-Q
plot was used to determine the residuals’ normality (Chapter 5).
Homoscedasticity refers to the situation where for the any independent variables, the
conditional variance of the residuals around the line of regression are treated as constant. The
conditional variations include the variability of the residuals around the predicted values for
the specified X values. The violation of the assumption of homoscedasticity may lead to the
incorrect perceptions of the standard errors related to the significance of the tests themselves.
This study’s research used the Levene’s homogeneity test of variance in order to confirm this
assumption (Tabachnick and Fidell, 2007).
After the evaluation of this invaluable assumption, the researchers tested the importance of
the estimated parameters (for example, coefficient significance) and consequent results
interpretation.
4.5.5 Methods of Analysis
In order to analyse the data, descriptive statistics were conducted, along with correlation
coefficients as well as regression analyses. Descriptive statistics conducted consisted of the
mean and standard deviation, as well as minimum and maximum scores. These descriptive
analyses were conducted in order to present and compare mean scores among the measures of
interest. Pearson's correlation coefficients were also conducted in order to estimate the
association between pairs of variables, both with regard to the entire sample, as well as when
focusing specifically on small, medium, and large size organisations. Linear regression
analysis was also utilized in order to predict the extent to which a set of predictor variables
serve as significant predictors of specific outcome measures. Similarly here, regression
analyses were conducted on the entire sample, as well as specifically on cases relating to
small, medium-sized, and large organisations. All analyses conducted, with the exception of
some initial descriptive statistics, were conducted for the purposes of testing this study’s
hypotheses.
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4.9: Data Analysis Techniques
Analysis for Reason Technique Tool Reference Value

Outliers: To identify cases Stan Score (z-score) Value <_ 3.0
Univariate of an extreme Hair et al.,
Multivariate value on single Mahalanobis D2 SPSS 2010 D2/df< 3, or
variable or in two p<0.05
or more variables
Normality To ensure data is Kolmogorov-Smirnov and Shapiro and
liner and normally Shapiro-Wilk (K-S) test, SPSS Wilk, 1965 P>0.05
distributed Q-Q plot
Homoscedasticity Assumption of Hair et al.,
normality that 2010
DV(s) display an Levene’s test SPSS P>0.05
equal variance Pallant, 2007
across the number
of IV(S)
Multicollinearity Independent Pearson’s correlation, Tabachnick <0.8
variable should be and
weakly related VIF and Tolerance effect SPSS Fidell, 2007
(<0.90) using linear regression VIF<10, and
Myer, 1997; tolerance
>0.1
Demographics Back ground Mean, standard deviation,
information frequency, cross- SPSS NA NA
tabulations
Reliability and Measures are free Cronbach’s α Cronbach, α> 0.6
validity from error SPSS 1951
Item-to-total correlation Value>0.3
Hair et al 2010
Factor analysis Scales supported Kaiser-Mayer-Olkin Kaiser, 1974 Value> 0.60
by data (KMO)
Bartlett’s test of shericity SPSS Bartlett, 1954 Value> 0.3
Communality
Variance/loading Hair et al 2010 Value> 0.3
Value>0.3
Model Test Mediating Hair et al 2010
Measurement and Moderating Regression SPSS Baron and p<0.05
Multiple- regression Kenny, 1986 R2
Aiken and t-test, F and β
West 1991
4.5.6 Ethical Consideration
When it comes to the conducting research in a human population, ethical issues are of great
importance. Neuman (1995) points out that a research process has to be protective toward
human rights, including the obligation to guide and supervise people's interests. Christians
(2000) examines the minimum content of issues to be considered in situations like this such
as privacy, confidentiality, and voluntary acceptance. According to this research, all ethical
requirements are to be followed through all phases of the research. In addition, the collection
of data is to be preceded by the approval of the organisations in charge. When it comes to the
survey questionnaires and supervisors' letters, they are delivered personally or by mail. All
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participants expressed their free will to be involved in the research with an option to
withdraw at any moment. Participants are informed that questionnaires and surveys are part
of this research. Additionally, they were assured that their privacy and anonymity will be
guaranteed. Furthermore, participants are instructed not to write their own names on the
question forms. The data itself is coded to ensure their privacy throughout the research. The
ethical issues of this study are supervised by the Brunel University Ethics Committee. In
accordance with the instructions and policy of this committee, it is required to sign the Brunel
Business School Research Ethics Form by both a researcher and his or her supervisor. The
form itself after the signing is to be submitted to the academic program office which was
done accordingly. In addition, a consent form was attached to the questionnaire itself with the
information about the subject and purpose of the research, the name of the researcher and
school.
4.5 Conclusions
In this chapter the research methodology including the perspective, approach and particular
method adopted for this study has been developed and the stages of the research process has
been extensively explained. Many researchers in the organisational studies domain have
applied a positivist approach. Therefore, the positivist perspective on organisational studies is
justified with a critical overview of other methods. Therefore, based on the nature of this
study a quantitative paradigm with a survey strategy for collecting data was selected as an
appropriate method for this study. Therefore, measurement scales for each of the constructs
was developed based on previous scales existing in the literature. Following the justification
for selecting the survey as the research approach for this study detailed information and the
steps of various aspects of the survey approach were explained. The target population for this
study is the management level of private sector organisations in Iran of various sizes.
Although the researcher faced great difficulties with organisations which were willing to
participate, the size of the sample has been carefully selected by the researcher by keeping in
mind population-to-sample rules and data analysis technique-to-sample rules. The data
collection method used for this study was a self-administered questionnaire and it was chosen
after cost-benefit analysis. A convenience sample of 1000 managers from various levels in
different sizes of organisation from six major cities were chosen in which 353 completed
questionnaires were returned.
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Before, moving to the full study phase a pre-study was conducted to test structure, wording
and clarity, and then a pilot study was conducted to test the reliability and validity of the
questionnaire. Furthermore, in this chapter practical consideration such as sampling
justification, measurement scale and data analysis procedures were extensively discussed.
Finally, for the purpose of data analysis a brief explanation of the analytical techniques,
including descriptive statistics and exploratory factor analysis, which was used in this study
using the SPSS 18 tool was provided.
The following chapter will serve to present and describe the results obtained from all analyses
conducted.
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Chapter Five
Data Analysis
5.1 Introduction
After discussing the research methodology, the current chapter focuses on the analysis and
interpretation of collected data. Moreover, this chapter tests the relationship between
constructs, testing the proposed hypotheses. Data was collected using survey questionnaires,
while different statistical tests were employed to test the relationships, for example: factor
analysis, reliability tests, correlation, regression, and mediation testing using Baron and
Kenny’s methodology, which utilizes regression analysis. Data was analysed using SPSS
18.0. The subsequent sections elaborates on respondent demographics, response rate, item-
wise analysis, reliability analysis, factor analysis, correlation analysis, normality tests, and
regression.
5.2 Preliminary Examination of Data

Hair et al. (2010) suggested that researchers screen and clean the raw data before they
proceed to the analysis. They suggested that there are two broad categories of screening raw
data: accuracy during data entry and the normality of the data. The next section elaborates on
data screening and cleaning in greater detail.
5.2.1 Data Cleaning and Screening
Descriptive statistics and frequency distributions were the recommended methods for
screening the raw data. Data coding was checked and inappropriate values were adjusted
according to the scales used to measure the concept. As suggested by Kassim (2001), the
careful screening of data at the primary level helps to ensure data accuracy in the subsequent
stages of data analysis.
5.2.2 Missing Data
Missing data is one the most common issues in data analysis. In some studies, long
questionnaires may be the cause of missing data, while lack of clarity about questions may
cause respondents to provide uncertain answers to questions. Tabachnick and Fidell (2007)
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recommend that if missing data is above 5% of the total collected data, then it is problematic.
In order to find the missing data, descriptive statistics were checked. Less than 5% of missing
data was found, and in these cases, missing values were replaced with suitable modal
numbers. Out of 353 returned questionnaires there were 9 that ad missing data which is only
1.7 percent and does not cause problems with the outcome of the analysis.
5.2.3 Outliers
An outlier is a score with a different characteristic from the rest of the data, which Hair et al.
(2010) defined as an unusually high or low value on a variable. The extreme value of outliers
(either very high or very low) can result in non-normal data and distorted statistics (Hair et
al., 2010; Tabachnick and Fidell, 2007). There are three methods used to detect outliers (Hair
et al., 2010; Tabachnick and Fidell, 2007; Field, 2009): 1- univariate detection, 2- bivariate
detection, and 3- multivariate detection.
In order to detect outliers using the univariate method, there is a need to convert all variables’
scores to a standard score. If our sample is small, less than 80 cases, a case is considered an
outlier if the standard score is + 2.5 or above (Hair et al., 2010). If the sample is larger than
80 cases, an outlier consists of those cases which have standard scores of + 3.0 or above. In
the current study, in order to detect univariate outliers, the researcher using the SPSS
descriptive function converted data values of each observation to standard scores, also known
as z-scores (Hair et al., 2010; Tabachnik and Fidell, 2007). The results indicate that the data
set contains 10 univariate outliers.
Using the bivariate method, we can identify outliers by including a pair of variables in a
scatter plot. If the cases for any reason fall markedly outside the typical range of that variable,
those cases will be judged as isolated points or outliers (Hair et al., 2010)
Multivariate outliers, on the other hand, are a combination of scores on two or more
variables. In order to detect outliers based on this method, there is a need to find the
Mahalanobis D² (d-squared) measure, which is an assessment of each observation which can
be done across a set of variables. In order to find outliers, if D²/df (degrees of freedom) is
greater than 2.5 in small size samples or greater than 3 or 4 in large size samples, that case or
cases could be considered as possible outliers. The reason for that is the larger the value of
D², the smaller the corresponding probability value and the more likely it is for there to be
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multivariate outliers. After detecting multivariate outliers, the result can be compared with
either bivariate or univariate outliers to have a better understanding of the nature of its
uniqueness. With the help of SPSS 18, Mahalanobis values can be computed for a set of
independent variables. Mahalanobis values are distributed as a chi-square statistic with the
degrees of freedom equal to the number of independent variables in the analysis. A case
could be considered to be a multivariate outlier if the probability associated with its D² value
is .001 or less.
Hair et al. (2010) argue that outliers in general cannot be considered as something either
beneficial or problematic in any study; however, they can bias the mean and inflate the
standard deviations (Field and Hole, 2003). Therefore, it is advised that researchers should
take extra care when it comes to such values as they may bias the model fit to the data (Field,
2009). By exploring the Mahalanobis distance and resulting chi-square values (p<.001) for
the dataset, three cases were determined to be multivariate outliers.
Univariate Outliers Multivariate Outliers

Case with standard values exceeding Case with a value of D2/df Greater than 3 (df =
±3 13)
Case D2 D2/df
CC 45, 30 40.90 3.4
AC 254, 305 38 32.91 3.36
MC 36, 246, 301 69 31.16 3.19
HC 24, 57
TFLS No Case
TLS No Case
PLS 93
OE 267
Table 5.1: Univariate and Multivariate Outliers Results
5.2.4 Multicollinearity Testing
Multicollinearity is an assumption of linear regression which states that there is too high a
correlation between some of the predictors included in the analysis. In order to ensure that
this assumption was not violated, measures of tolerance and variance inflation factors were
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calculated with regard to the regression analyses conducted in order to determine whether
multicollinearity presented an issue with regard to any of these analyses. The tolerance is an
indication of the percent of variance in the predictor that cannot be accounted for by the other
predicator. The rule of thumb indicates that values less than .10 may need further
investigation. Also, for the VIF value, which is the variance inflation factor, values greater
than 10 may need further investigation.
Table 5.2: Multi-Collinearity Test
Model Multi- Collinearity statistics

Tolerance VIF
1 Clan Culture .362 2.759
Adhocracy .741 1.350
Culture
Market Culture .537 1.863
Hierarchy Culture .439 2.276
From these results it is clear that the variable of this study could not produce multi-
collinearity problems, since the resulting tolerance values varies in the range from 0.362 to
0.741. According to DeVaus (2002) if the tolerance value is greater than 0.2, it means this
variable may not produce multi-collinearity. Furthermore, VIF results in the above table,
which refer to the Variable Inflation factor, were ranging from 1.350 to 2.759, they do not
indicate a problem with mulit-collinearity as VIFs are less than 10 (Hair et al., 2010) or even
less than 5 (DeVaus, 2002).
Also for the purpose of testing multi-collinearity a bivariate correlations matrix for
independent variables was computed using Pearson’s correlation. The result of the correlation
matrix presented in the table below revealed that none of the bivariate correlations was above
than o.8 for any of independent variables.
5.2.5 Linearity Testing
Linearity means the correlation between variables, which is represented by a straight line.
Knowing the level of the relationship among variables is considered as an important element
in data analysis. Hair et al. (2010) argue that linearity is an assumption of all multivariate
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techniques based on co-relational measures of association, including regression, multiple
regression and factor analysis. Therefore, it is crucial to test the relationship of the variables
to identify any departure that may impact the correlation. According to Field (2009) and Hair
et al. (2010) linearity can be assessed by analysing the Pearson correlation or a scatter plot.
Also, both Pearson's correlation coefficient as well as linear regression analysis incorporate
the assumption that the relationship between the two measures included in the correlation, as
well as the relationship between the predictors and the outcome measures in regression
analysis, are linear. In this study Pearson Correlation was analysed here in order to determine
that linear relationships exist between all of these measures and found all independent
variables significantly correlated to dependent variables. The result of the test showed that all
the variables are linear with each other
Table- 5.3: Pearson’s Correlation
CC AC MC HC TFLS TLS PLS LS OE

CC 1
AC .157** 1
MC .368** -.029 1
HC .428** .027 .436** 1
TFLS .137** .195** .115* -.051 1
TLS .142** -.063 .172* .194** -.310** 1
PLS 113* .560** -.137* -.151* .369** -.136* 1
LS .383** .078 .442** .465** .126* -.002 -.050 1
OE .471** -.214** .374** .423** .187** .019 .003 .550** 1
*p < .05; **p < .01
5.2.6 Testing the Normality Assumption
The normality is considered to be fundamental assumption in multivariate analysis

(Tabachnick and Fidell, 2007; Hair et al., 2010). The main assumption in normality is that the
data distribution in each item and in all linear combination of items is normally distributed
(Tabachnick and Fidell, 2007; Hair et al., 2010). According to the Hair et al. (2010), if the
variation from normal distribution is large enough, then the result of statistical tests are
invalid as normality is required to use the F and t statistics. The assumptions of normality can
be examined at unvariate level (i.e. distribution of scores at an item-level) and at multivariate
level (i.e. distribution of scores within a combination of two or more than two items). Hair et
al. (2010) argues that if the variable/items satisfies the multivariate normality then it
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definitely would satisfy the univariate normality, but the reverse is not necessarily correct. In
other words, if univariate normality exists there is no guarantee for the assumption of
multivariate normality.
After the assessment of missing data and outliers, the next phase is to test the normality of the
data, which is one of the important assumptions of multivariate data analysis. There are
different recommended methods to test the normality of data (i.e., kurtosis, skewness, and the
Kolmogorov-Smirnov and Shapiro-Wilk tests) (Tabachnick and Fidell, 2007; Hair et al.,
2010). To identify the shape of distribution, Kolmogorov-Smirnov and Shapiro-Wilk (K-S)
statistics are used (Shapiro and Wilk, 1965) which were calculated for each variable.
Although the results from these tests revealed (Table 5.4) that all the variables were
significant, which violated the assumptions of normality, the significance of the K-S test was
expected due to the large sample size (Pallant, 2007, p. 62). According to the Field (2009,
p.148) the significance of the K-S test for a large sample size cannot be considered as
deviation of data from normal distribution. Furthermore, statisticians generally agree that the
K_S test is totally invalid and just needs to be considered as a historical curiosity (Field,
2009; Hair, et al., 2010).
Table 5.4: K-S and S-W Test
Kolmogorov-Smirnova Shapiro-Wilk
Statistic df Sig. Statistic df Sig.
CC .269 353 .000 .832 353 .000
AC .207 353 .000 .663 353 .000
MC .165 353 .000 .930 353 .000
HC .202 353 .000 .940 353 .000
TFLS .295 353 .000 .724 353 .000
TLS .101 353 .000 .972 353 .000
PLS .121 353 .000 .959 353 .000
OE1 .107 353 .000 .947 353 .000
The other method used to identify the shape of distribution is skewness and kurtosis (Pallant,
2007). According to Hair et al. (2010) the positive skewness means that the distribution is
shifted toward the left and tails toward the right, and negative skewness is where distribution
is shifted toward the right and tails toward the left. In order to have normal distribution the
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value skewness should be zero which would show a symmetric shape (Curran et al., 1996;
Curran et al., 2006).
Table 5.5 presents the skewness and kurtosis values for each item of the constructs. The
results indicated that all variables were within the normal range of skewness and kurtosis (i.e.
< _ 2.58, c.f. Hair et al., 2010, p.82). However, the results show scores have both positive and
negative (right- and left-skewed data). However, according to Pallant (2007, p. 56) having
positive or negative skewness and kurtosis does not necessarily represent any problem until
and unless they are within the acceptable range. Moreover, having negative and positive
skewness and kurtosis show the underlying nature of the constructs that are being measured.
Furthermore, according to Hair et al. (2010)the severity of normality of our sample is
dependent on the sample size in which a large sample size normally reduces the negative
effect of non-normality (Pallant, 2007; Hair et al., 2010 ). In other words, a small sample size
(fewer than 50) represents a more serious effect of normality compared to a large sample size
(more than 200 cases). Therefore, as this study employed 353 cases and the sample size is
large enough, the presence of little non-normal univariate distribution may be avoided
Table 5.5: Skewness and Kurtosis Values
Items Mean Std. Skewness Kurtosis

N Minimum Maximum Deviation
Std. Std.
Statistic Statistic Statistic Statistic Statistic Statistic Error Statistic Error
CC
353 1 3 1.75 .629 .112 .130 -1.012 .259
AC
353 1 7 2.17 .724 3.887 .130 21.732 .259
MC
353 1 7 3.36 1.549 .255 .130 -.929 .259
HC
353 1 7 3.44 1.407 .191 .130 -.948 .259
TFLS
353 1 4 2.59 .634 .331 .130 .197 .259
TLS
353 1 4 3.01 .771 -.027 .130 -1.050 .259
PLS
353 1 4 2.08 .451 .688 .130 2.152 .259
OE
353 2 6 4.57 .619 -.823 .130 .519 .259
Valid N
353
(listwise)
5.2.7 Homoscedasticity
Homoscedasticity is an assumption of linear regression which states that error variance does
not substantially change with the values of the predictors (Hair et al., 2010). In research,
when data are grouped, homoscedasticity is known as homogeneity which can be assessed by
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Levene’s test of homogeneity of variances (Tabachnick and Fidell, 2007). Therefore, this
study used Levene’s test of homogeneity of variance to confirm whether or not this
assumption had been violated.
Table 5.6: Test of Homogeneity of Variances (Levene‘s Test)
Levene df1 df2 Sig.

Statistic
CC 2.085 2 350 .189
AC 1.448 2 350 .236
MC 3.092 2 350 .047
HC 1.017 2 350 .363
TFLS 2.312 2 350 .126
TLS 2.235 2 350 .145
PLS 1.987 2 350 .201
OE 1.334 2 350 .247
In this study, Levene’s test for the metric variables was computed across non-metric variables
(organisational size) as part of t-test. The results of Levene’s test for this study (Table 5.6)
indicated that all obtained scores except market culture (which is very close to 0.05), were
higher than the minimum significant value and non-significance (i.e., p > 0.05), which
suggests that variance for all the variables was equal within groups and had not violated the
assumption of homogeneity of variance. Similar to the Kolmogorov-Smirnov and Shapiro-
Wilk test, Levene’s test is also considered to be sensitive with respect to the sample size and
can be significant for a large sample (Field, 2009, p.149). Therefore, for the current study
which has a sample of 353, significance of only one of the constructs in Levene’s test does
not represent the presence of substantial non-normality within the sample.
5.2.8 Common Method Bias
Additionally, in order to examine the possibility of common method bias, Harman's single
factor test was used for the constructs of national culture, organisational culture, leadership
style and organisational effectiveness. As the data was collected using the same self-
administrated questionnaire during one period of time there is a danger that common method
variance occurred. Common method variance means the variance that is attributed to the
measurement method instead of constructs of the study which potentially could create
176
systematic error and bias toward the estimation of the true relationship between constructs. In
fact the method variance could create inflated or deflated observed relationships among
constructs which lead to type1 and type 2 errors (Avolio, et al., 1991; Crampton and Wagner,
1994).
As in the methodology for Harman's single factor test, all items related to each of these
constructs were included within a single factor analysis in which it was specified that only a
single factor be retained and that no rotation be used. The results of these analyses would
then suggest the presence of common method bias if the single factor retained explains the
majority (more than 50 percent) of the variance in the model.
First, the following table (Table 5.7) presents the results of the analysis conducted on the
national culture items. As indicated in the table, the initial component retained only explained
17.137% of the variance in the model. Therefore, these results indicate that common method
bias was not present with respect to national culture.
Table 5.7: Harman’s Single Factor Test: National Culture
Initial Eigenvalues Extraction Sums of Squared Loadings

Component Total % of Cumulative Total % of Cumulative %
Variance % Variance
1 3.599 17.137 17.137 3.599 17.137 17.137
2 3.155 15.025 32.162
3 2.574 12.258 44.421
4 2.027 9.653 54.073
5 1.042 4.961 59.035
6 1.006 4.790 63.825
7 .923 4.396 68.221
8 .831 3.955 72.176
9 .756 3.600 75.776
10 .699 3.329 79.105
11 .600 2.859 81.965
12 .575 2.739 84.704
13 .532 2.533 87.237
14 .475 2.263 89.500
15 .462 2.199 91.698
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The following Harman’s single factor test was conducted on organisational culture (Table
5.8). As before, all items were included in a single factor analysis, with only one factor
retained. The results of this factor analysis are presented in the following table. As shown, the
initial component retained only explained 32.432% of the variance in this model. These
results suggest that common method bias is not present with respect to organisational culture.
Table 5.8: Harman’s Single Factor Test: Organisational Culture

Component Total
% of Variance Cumulative % Total % of Variance Cumulative %
1 7.784 32.432 32.432 7.784 32.432 32.432
2 3.170 13.208 45.640
3 1.906 7.942 53.582
4 1.506 6.274 59.856
5 1.057 4.406 64.262
6 .922 3.842 68.104
7 .769 3.202 71.306
8 .736 3.065 74.371
9 .674 2.810 77.181
10 .614 2.560 79.741
11 .566 2.358 82.099
12 .545 2.270 84.369
13 .491 2.044 86.413
14 .459 1.912 88.324
15 .444 1.848 90.172
The next Harman’s single factor test was conducted on leadership style (Table 5.9). The
following table presents the results of the factor analysis conducted on these items. These
results indicated that the initial component retained only explained 8.814% of the variance in
this model. Again, this shows that common method bias was not present with respect to
leadership style. Overall, these results indicate that common method bias was not present
within these data.
Table 5.9: Harman’s Single Factor Test: Leadership Style

Component Total
1 3.173 8.814 8.814 3.173 8.814 8.814
178
2 2.760 7.668 16.482
3 2.588 7.189 23.671
4 2.226 6.184 29.855
5 2.010 5.583 35.438
6 1.832 5.089 40.528
7 1.699 4.720 45.248
8 1.624 4.511 49.759
9 1.364 3.789 53.548
10 1.057 2.936 56.485
11 .921 2.557 59.042
12 .895 2.486 61.528
13 .839 2.330 63.858
14 .806 2.238 66.096
15 .794 2.206 68.302
The final Harman’s single factor test was conducted on organisational effectiveness (Table
5.10). The table presented below illustrates the results of the factor analysis conducted on
these items. These results indicated that the initial component retained only explained
14.694% of the variance in this model. This indicates that common method bias was not
present with respect to organisation effectiveness. Overall, these results indicate that common
method bias was not present within these data.
Table 5.10: Harman’s Single Factor Test: Organisational Effectiveness

Component Total
1 6.025 14.694 14.694 6.025 14.694 14.694
2 3.268 7.970 22.664
3 2.798 6.823 29.488
4 2.073 5.055 34.543
5 1.886 4.599 39.142
6 1.775 4.330 43.472
7 1.557 3.797 47.269
8 1.381 3.368 50.637
9 1.332 3.248 53.885
10 1.225 2.989 56.874
11 1.186 2.894 59.768
12 1.129 2.753 62.521
179
13 1.070 2.611 65.132
14 .977 2.383 67.515
15 .909 2.218 69.733
5.3 Demographic Characteristics and Relationships

As mentioned before, the data collected for the main study was from Iran. In total, 150
organisations from varieties of company sizes were contacted originally, but only 40 of them
agreed to participate. Out of 1000 questionnaires distributed among managers of
organisations in the private sector in Iran, 358 were returned, which provided a response rate
of 35.8%. In general, the average response rate of 35.3% can be considered as a good
response rate for a mail survey (Pearce and Zahara, 1991; Wiess and Anderson, 1992). This is
in part due to the fact that the questionnaire was generally handed over to organisations and
followed up by the researcher and in some cases the researcher sent up to three reminders to
respondents.
Table 5.11: Organisations Statistics
Size of Number of Number of Response Number of Number of Response

Organisation organisations organisations rate questionnaires questionnaires rate
contacted participated sent returned
Small 70 15 21.42% 150 50 33.33%
Medium 50 15 30.00% 300 101 33.66%
Large 30 10 33.33% 550 202 36.72%
Total 150 40 26.66% 1000 353 35.30%
Table 5.11 shows that the response rate for small organisations was 33.33% (50/150), for
medium size organisations was 33.66% (101/300), and finally for large size organisations
was 36.72% (202/550).
Initially, a series of descriptive statistics were conducted in order to better describe this
sample of respondents. First, the following table (Table 5.12) focuses on the size of the
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organisation, with the majority of organisations being large in size (202, 57.2%), and nearly
30% being medium-sized. Less than 15% of organisations were categorized as small.
Table 5.12: Frequency of Distribution of Questionnaire Based on Size of

Organisations
Frequency Percent Valid Cumulative

Percent Percent
Valid Small 50 14.2 14.2 14.2

Medium 101 28.6 28.6 42.8
Large 202 57.2 57.2 100.0
Total 353 100.0 100.0
Next, the following table focuses upon gender (Table 5.13). A slight majority of the sample
was found to be female, with less than 50% of respondents being male.
Table 5.13: Gender
Frequency Percent Valid Percent Cumulative

Percent
Valid Male 168 47.6 47.6 47.6

Female 185 52.4 52.4 100.0
Total 353 100.0 100.0
With regard to age, respondents were most commonly between the ages of 35 and 44,
followed closely by the age range of 45 to 54. Following this, nearly 18% of respondents
were between the ages of 55 and 64. Only slightly above 10% of the sample were under the
age of 35 or over the age of 64 (Table 5.14).
Table 5.14: Age

Percent Percent
Valid under 25 1 .3 .3 .3
25-34 34 9.6 9.6 9.9
35-44 127 36.0 36.0 45.9
45-54 123 34.8 34.8 80.7
55-64 62 17.6 17.6 98.3
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65 and over 6 1.7 1.7 100.0
Total 353 100.0 100.0
The following table focuses on education (Table 5.15) in which it shows that a slight majority
of respondents have postgraduate degrees as their highest level of education, while nearly
40% had an undergraduate degree. Close to 7% of respondents had a PhD, with less than 1%
of respondents only having a pre-university level of education.
Table 5.15: Education

Percent Percent
Valid PhD 24 6.8 6.8 6.8

Postgraduate 190 53.8 53.8 60.6
Undergraduate 138 39.1 39.1 99.7
Pre university 1 .3 .3 100.0
Total 353 100.0 100.0
With regard to position, most commonly, respondents had positions in middle management,
with slightly over 30% of individuals being senior managers. Close to 20% of respondents
work in junior management, with slightly over 7% acting as chief executives (Table 5.16).
Table 5.16: Position

Percent Percent
Valid Chief 25 7.1 7.1 7.1

Executive
Senior 107 30.3 30.3 37.4

Management
Middle 153 43.3 43.3 80.7
Management
Junior 68 19.3 19.3 100.0
Management
Total 353 100.0 100.0
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5.4 Exploratory Analysis
In order to test the consistency of the items employed to measure the constructs, exploratory
analysis was undertaken. There are a total of 101 items, which measure 8 concepts in this
research. All constructs were measured through scales, which were adopted from the
literature. Hair et al. (2010) explained that exploratory analysis helps to examine the
dimension of each construct as well as to test the relationship between constructs. In order to
perform exploratory analysis, initially, item analysis was performed to check the reliability of
each item.
5.4.1 Item Analysis
Item analysis helps to choose the most suitable items to explain the concept under
consideration. The corrected item-total correlation column predicts the correlation for each
computed item (McDonald, 1999). Hair et al. (2010), Sekaran (2003), and Kehoe (1995)
suggested that items having a correlation of less than 0.15 must be deleted before proceeding
with multivariate analysis. Items having a correlation of less than 0.15 are considered poor
items and it is thus recommended for them to be eliminated from analysis. For the current
research, the criteria of corrected item-total correlations less than 0.15 and negative values
were used for deleting the items. The highlighted items in Table 5.17 were nominated for
elimination from further analysis as their values were less than 0.15, however, the researcher
decided to confirm this with factor loading before eliminating any items. Only three items of
organisational effectiveness were nominated for deleting.
Table 5.17: Item Analysis
Items Scale Mean if Scale variance if item Corrected item- Cronbach’s Alpha
deleted deleted total Correlation if item Deleted
EmJoSa1
181.37 618.466 .254 .821
RevEmJoSa2
181.53 615.119 .301 .820
EmJoSa3
181.78 608.859 .326 .819
MaSuSa1
181.42 600.704 .477 .815
RevMaSuSa2
181.59 599.139 .442 .815
MaSuSa3
181.42 597.221 .502 .814
RevMaSuSa4
181.59 607.605 .382 .817
OrHeRePu1
180.33 637.141 .051 .826
RevOrHeRePu2
180.16 634.874 .111 .824
183
OrHeRePu3
180.27 620.696 .299 .820
RevOrHeRePu4
180.21 635.689 .100 .824
OrHeRePu5
179.97 625.244 .275 .821
OrHeRePu6
180.31 608.099 .366 .818
EmJoDeCuSa1
181.52 615.165 .276 .820
RevEmJoDeCuSa2
181.81 623.008 .170 .824
RevEmJoDeCuSa3
182.41 642.947 -.019 .827
EmJoDeCuSa4
182.73 634.988 .092 .825
EmJoDeCuSa5
183.15 633.679 .124 .824
PrDeQuDe1
181.35 601.069 .463 .815
RevPrDeQuDe2
181.65 602.496 .386 .817
PrDeQuDe3
181.50 596.052 .492 .814
PrDeQuDe4
181.50 586.961 .605 .811
PrDeQuDe5
181.45 602.947 .426 .816
PrDeQUDe6
181.28 603.776 .406 .817
EmPeDe1
181.25 624.740 .231 .822
RevEmPeDe2
181.61 619.477 .206 .823
EmPeDe3
181.56 615.429 .254 .821
TeTrCo1
181.50 610.376 .292 .820
TeTrCo2
181.46 615.169 .243 .822
TeTrCo3
181.49 613.472 .266 .821
TeTrCo4
181.22 607.641 .453 .816
TeTrCo5
181.54 614.607 .328 .819
TeTrCo6
181.27 610.463 .395 .817
TeTrCo7
181.28 612.553 .392 .818
SyOpCoIn1
181.58 605.909 .357 .818
RevSyOpCoIn2
181.76 635.587 .042 .828
SyOpCoIn3
181.52 614.887 .277 .820
RevSyOpCoIn4
181.63 624.147 .163 .824
AbAcRe1
181.50 630.773 .094 .826
AbAcRe2
181.67 615.581 .239 .822
AbAcRe3
181.61 605.807 .335 .819
Clan Culture
ComCha1
17.96 36.246 .591 .711
ComLed1
17.81 39.364 .478 .743
ManEm1
17.78 42.059 .423 .755
ComGlu1
17.27 40.579 .649 .708
StrEm1
17.93 35.834 .683 .686
CriSu1
17.61 44.243 .300 .785
Adhocracy Culture
184
ComCha2
18.23 36.126 .581 .695
ComLed2
18.11 38.797 .489 .723
ManEm2
18.05 41.761 .426 .738
ComGlu2
17.56 40.235 .639 .692
StrEm2
18.16 35.348 .686 .665
CriSu2
17.98 45.974 .214 .790
Market Culture
ComCha3
24.11 53.192 .664 .860
ComLed3
24.04 52.763 .572 .877
ManEm3
23.66 52.498 .652 .862
ComGlu3
23.88 51.114 .722 .850
StrEm3
23.76 49.567 .736 .847
CriSu3
23.61 50.141 .768 .842
Hierarchal Culture
Comcha4
23.92 29.777 .595 .802
ComLed4
23.90 30.133 .625 .796
ManEm4
23.82 31.880 .565 .808
ComGlu4
24.11 28.636 .515 .827
StrEm4
23.84 31.056 .608 .800
CriSu4
23.93 29.000 .738 .773
Transformational Leadership Style
IA1
40.28 81.913 .253 .700
IA2
39.73 77.571 .371 .689
IA3
39.21 78.979 .308 .695
IA4
39.75 79.371 .286 .697
IB1
39.88 79.040 .342 .692
IB2
39.78 79.836 .301 .696
IB3
39.89 80.642 .269 .699
IB4
39.85 81.088 .228 .702
IM1
39.80 81.061 .224 .703
IM2
39.81 80.997 .241 .701
IM3
39.78 81.249 .221 .703
IM4
39.82 79.486 .305 .695
IS1
39.87 79.943 .273 .698
IS2
39.93 80.822 .236 .702
IS3
39.95 78.552 .329 .693
IS4
39.93 79.836 .275 .698
IC1
39.72 78.844 .314 .694
IC2
39.80 80.691 .250 .700
IC3
39.74 81.598 .209 .704
IC4
39.69 79.664 .269 .699
185
Transactional Leadership Style
CR1
16.08 23.584 .471 .663
CR2
16.52 25.489 .373 .686
CR3
16.43 24.683 .420 .676
CR4
16.55 25.220 .366 .687
MBEA1
15.95 24.398 .399 .680
MBEA2
16.48 25.858 .350 .690
MBEA3
16.31 25.866 .397 .681
MBEA4
16.58 24.534 .415 .677
Passive Leadership Style
MBEP1
9.04 18.737 .371 .638
MBEP2
8.72 18.707 .378 .637
MBEP3
8.32 19.361 .347 .644
MBEP4
8.75 19.117 .376 .638
LF1
8.79 19.585 .327 .649
LF2
8.82 18.177 .403 .630
LF3
8.89 17.703 .416 .626
LF4
8.93 19.327 .275 .663
5.5 Reliability and Validity

It was decided to test the reliability of constructs before factor analysis testing, although the
researcher was aware of the possibility of deleting some items during the factor loading
process which may affect the reliability of the variable. Reliability of the constructs was
measured using Cronbach’s Alpha values. Malthotra (1999) and Malhotra and Birks (2006)
explained that Cronbach’s Alpha measures the internal consistency of each item. Sekaran
(2003) recommended that coefficients with Cronbach’s Alpha values less than 0.5 are
considered to be poor, values of 0.6 are acceptable while values of 0.7 or greater are
considered good. Table 5.18 demonstrates that all constructs have values above 0.6, which
are acceptable.
Specifically, the scales of organisational effectiveness, market culture, and hierarchical

culture all have Cronbach's alpha scores above 0.80, indicating excellent reliability. The
remaining constructs of clan culture, adhocracy culture, transformational leadership style, and
transactional leadership style have alpha coefficients above 0.70, indicating good reliability.
The construct, passive leadership style, has an alpha coefficient of .671, indicating acceptable
reliability. The Cronbach’s alpha of leadership style which is the combination of all three
leadership styles has an alpha of .70 and as the internal reliability of combination for all three
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leadership styles is very strong so in regression analysis we can take leadership as one single
variable instead of three. The Cronbach's alpha coefficient for the entire survey was found to
be .788, which is associated with good reliability.
Validity is related to the issues of measuring accuracy. According to Burns and Bush (2002),
both definitions, conceptual and operational, are of equal importance for the measuring of
concepts. There are several validity tests available, which include: 1-Content Validity, 2-
Validity related to criterion issues, and 3- Construct Validity (Sekaran, 2003).
Table 5.18: Cronbach’s Alpha Coefficients of Constructs
Construct No. of Cronbach’s Total Cronbach’s

Items Alpha Alpha for survey
Coefficients
Organisational Effectiveness (OE) 41 0.824 0.788
Clan Culture (CC) 6 0.768
Adhocracy Culture(AC) 6 0.756
Market Culture (MC) 6 0.878
Hierarchal Culture (HC) 6 0.829
Transformational Leadership Style (TfLS) 20 0.709
Transactional Leadership Style (TLS) 8 0.709
Passive Leadership Style (PLS) 8 0.671
Leadership style 36 0.70
The content validity refers to the subjective professional agreement where the most important
thing is for the measurement scales to express accurately the area of measurement (Cooper
and Schindler, 2001). This study’s validity is tested as well by: 1- prior literature review
serving as the source of items, and 2- professional panels as the sources of valuable
judgments for the concepts in questions. Also the researcher asked academic members of
Brunel Business School and PhD students who were already familiar with the topic to
evaluate the measurement items and point out whether the items appeared to be logically
valid or not. Certain very minor revisions are possible for the instruments according to the
suggestions provided.
The second type of validity test is construct validity. According to Garver and Mentzer,
(1999, p. 34) construct validity’ is the degree to which a set of items measures what they
intend to measure. In other words, construct validity is an external validity of the instrument
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which is calculated by observing correlation between a theoretically underpinned set of
measurement (Hair et al., 2010). Also construct validity, in general, is the extent to which the
set of measured items are free from any systematic or non-random error. Construct validity
can be examined through convergent validity, discriminant validity and nomological validity
(Campbell et al., 1959; Peter, 1981). For the purposes of this study and as research is
intended to only examine the overall validity of the survey instrument only convergent
validity was computed to assess the extent through which measuring items of the same
concepts were correlated.
Convergent validity includes the items used for the measurement of the elements that are
mutually positively related (Parasuraman, 1991). Convergent validity is especially related to
criterion validity (Zikmund, 2003). Additionally, they contribute to the degree to which two
measurement concepts are related to an appropriate correlation as a clear indication about the
measurement scale in question. According to Robinson (1991), the item-to-total correlation is
to exceed 0.50, and the inter-item correlation is to exceed 0.30. On the other side, Cohen and
Cohen (1983) introduces the larger correlation of r = 0.50 to 1.
Table 5.17 (Item analysis) could be used for this section by looking at Corrected item-total
Correlation, which shows that except for small exceptions, all the items were correlated
medium to high with their relevant construct. Until this stage of the study, items lower than
the required correlations were still retained for further exploration through the exploratory
factor analysis (i.e., an additional method of convergent validity).
5.6 Factor Loading and Data Analysis

Factor analysis is defined as a tool that helps to simplify data collected in a survey/research
and group them according to defined clusters or variables. In developing the factor analysis,
factors need to be identified which establishes the relationship between variables and the
factor. Field (2009) states that there are three purposes of factor analysis namely, to identify
any relationship between chosen variables, to develop a questionnaire to analyse certain
variables and to cut down data related to variables without detracting from the originality of
the information.
Further, Field, (2009) defines the factor loading as the correlation that exists between a
variable and a factor. However, Hair et al. (2010) defines the factor loading as the
relationship between the original variable and the factor and it is used to study the behaviour
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of a certain factor. To analyse what percentage of variance that has occurred as opposed to
the original variable as defined by a factor. Hair et al. (2010) states that factor analysis is a
platform to analyse behaviour and correlations that exist between huge sets of variables and it
can also be used to identify interrelated variables that are named as factors. There two types
of factor analysis, namely exploratory factor analysis (EFA) and confirmatory factor analysis
(CFA), are used for the same purpose of cutting down data. However, Hair et al. (2010)
identifies the differentiating factor between exploratory factor analysis and confirmatory
factor analysis as the fact that exploratory factor analysis takes what the data gives you as
opposed to confirmatory factor analysis for grouping and analysis of variables related to a
factor. Further, the current study uses only exploratory factor analysis for grouping the data
that is gathered.
5.6.1 Exploratory Factor Analysis
There are many investigations that carry more than one variable to identify behaviour of an
object and one of the well understood examples is an investigation which has more than one
question in a questionnaire. However, using large number of variables makes the
investigation very complex where those variables would investigate different angles of the
same research subject. To reduce the complexity of studies of this nature, exploratory factor
analysis is used.
Principal component analysis is a method that is used to identify the factor with the smallest
unique variance/error variance when compared to the total variance. Principal component
extraction is a widely used tool where it extracts the maximum variance from gathered data.
(Tabachnick and Fidell, 2007). In this method, linear combinations for variables in the study
are used to maximize the variance of their component score. (Tabachnick and Fidell, 2007).
Generally, there are many factors in an analysis and in deciding which factors should be
included in the analysis is based on the statistical importance and there are many opinions
raised (Field, 2009). In measuring the importance of the factor, eigenvalues are used as it is
considered to be logical to use factors that have high eigenvalues. Field (2009) states that it is
a must to identify the variances in all the variables, before getting into extracting factors.
Further, Hair et al. (2010) defines communality as the total variance that the main or original
variable produces when compared with all the other variables used in the study. Field, (2009)
further states that if a variable does not have a random variance it will produce a
189
communality of 1 whereas a variable with no association with other variables will produce a
communality of 0. Communality can be obtained through a factor loading where a model
consisting of multiple constructs above 05 or more communalities is needed and to conduct it
for a large sample, above 7 communalities is needed. (Hair et al., 2010) The current study
included variables above 05 communalities where the outcome indicated that variables that
are used in the factor loading consist of values higher than 05 (Table 5.19). The results
showed that all the variables retained in the factor loading have communality values above
0.5. The results confirmed the high variation from 0.506 to 0.847, which showed high
variance among the variables (Table 5.19).
During examination of the eigenvalue’s, unexpectedly 13 components were extracted whose

eigenvalue was greater than 1. For identifying the problem, the results within pattern matrix
were examined. It was notice that 7 items RevOrHePu2, RevOrHePu4, RevEmJoDeCuSa3,
AbAcRe, SyOpCoCr3, IA1 and LF4 were loaded separately (i.e. cross-loading) in different
components other than their relevant one. Therefore, in the second round of EFA, excluding
7 cross-loaded items, the remaining 94 were run for data reduction purpose.
Table 5.19: Communalities
Variables Initial Extraction Variables Initial Extraction Variables Initial Extraction
ComCha1 1.000 .842 OrHeRePu6 1.000 .637 IM2 1.000 .567
ComLed1 1.000 .821 EmJoDeCuSa1 1.000 .687 IM3 1.000 .591

ManEm1 1.000 .799 RevEmJoDeCuSa2 1.000 .728 IM4 1.000 .591
ComGlu1 1.000 .787 EmJoDeCuSa4 1.000 .728 IS1 1.000 .569
StrEm1 1.000 .867 EmJoDeCuSa5 1.000 .604 IS2 1.000 .697

CriSu1 1.000 .771 PrDeQuDe3 1.000 .608 IS3 1.000 .607
ComCha2 1.000 .660 PrDeQuDe4 1.000 .800 IS4 1.000 .549
ComLed2 1.000 .598 PrDeQuDe5 1.000 .728 IC1 1.000 .592
ManEm2 1.000 .612 PrDeQUDe6 1.000 .607 IC2 1.000 .633

ComGlu2 1.000 .654 EmPeDe1 1.000 .686 IC3 1.000 .606
StrEm2 1.000 .653 RevEmPeDe2 1.000 .642 IC4 1.000 .616

CriSu2 1.000 .653 EmPeDe3 1.000 .750 CR1 1.000 .657
ComCha3 1.000 .667 TeTrCo1 1.000 .632 CR2 1.000 .581

ComLed3 1.000 .594 TeTrCo2 1.000 .696 CR3 1.000 .612
ManEm3 1.000 .669 TeTrCo3 1.000 .636 CR4 1.000 .581
ComGlu3 1.000 .731 TeTrCo4 1.000 .799 MBEA1 1.000 .662
190
StrEm3 1.000 .753 TeTrCo5 1.000 .803 MBEA2 1.000 .562
CriSu3 1.000 .741 TeTrCo6 1.000 .724 MBEA3 1.000 .589

Comcha4 1.000 .591 TeTrCo7 1.000 .755 MBEA4 1.000 .608
ComLed4 1.000 .686 SyOpCoIn1 1.000 .748 MBEP1 1.000 .529

ManEm4 1.000 .591 RevSyOpCoIn2 1.000 .726 MBEP2 1.000 .506
ComGlu4 1.000 .580 SyOpCoIn3 1.000 .801 MBEP3 1.000 .567

StrEm4 1.000 .636 RevSyOpCoIn4 1.000 .619 MBEP4 1.000 .553
CriSu4 1.000 .721 AbAcRe1 1.000 .614 LF1 1.000 .529
EmJoSa1 1.000 .716 AbAcRe2 1.000 .637 LF2 1.000 .580
RevEmJoSa2 1.000 .622 AbAcRe3 1.000 .676 LF3 1.000 .547
EmJoSa3 1.000 .700 IA2 1.000 .577
MaSuSa1 1.000 .708 IA3 1.000 .561
RevMaSuSa2 1.000 .639 IA4 1.000 .596
MaSuSa3 1.000 .615 IB1 1.000 .566
RevMaSuSa4 1.000 .648 IB2 1.000 .612
OrHeRePu1 1.000 .690 IB3 1.000 .598
OrHeRePu3 1.000 .731 IB4 1.000 .553
OrHeRePu5 1.000 .721 IM1 1.000 .624
• Eigenvalue
As discussed earlier, the eigenvalues used in principal component extraction are concerned
about a variance that determines the statistical significance of a factor. Measuring the number
of factors can be carried out through the value of eigenvalue identified as a result of
preliminary principal component extraction (Tabachnick and Fidell, 2007).
Since component analysis variance of all the variables is equal to 1, a factor consisting of
eigenvalue lower than 1 is not needed, hence factors that have eigenvalues higher than 01 are
considered and factors with value less than 01 are considered unimportant and ignored in the
study. (Tabachnick and Fidell, 2007; Field, 2009; Hair et al., 2010) The table 5.20 presents
data related to the current investigations and it has identified 8 factors with an eigenvalue
higher than 01. In the study, the first factor was of significantly large value and later on,
smaller eigenvalues are identified. Table 5.20 displays the first 18 components results where
191
8 components had eigenvalue >1. These 8 components explained total variance of 59.176%
(see column cumulative %) which is higher than the recommendations.
192
Table 5.20: Total Variance Explained
Componen Initial Eigenvalues Extraction Sums of Squared Loadings Rotation Sums of Squared Loadings
t
Total % of Cumulativ Total % of Cumulative % Total % of Cumulative %
Variance e% Variance Variance
1 14.471 35.296 35.296 14.471 35.296 35.296 6.455 15.745 15.745
2 2.250 5.488 40.784 2.250 5.488 40.784 4.175 10.182 25.927
3 1.629 3.973 44.756 1.629 3.973 44.756 3.018 7.362 33.289
4 1.344 3.277 48.033 1.344 3.277 48.033 2.764 6.742 40.031
5 1.324 3.230 51.263 1.324 3.230 51.263 2.696 6.575 46.606
6 1.187 2.896 54.159 1.187 2.896 54.159 2.307 5.626 52.232
7 1.051 2.562 56.721 1.051 2.562 56.721 1.497 3.651 55.883
8 1.006 2.455 59.176 1.006 2.455 59.176 1.350 3.293 59.176
9 .943 2.301 61.477
10 .915 2.233 63.710
11 .857 2.090 65.800
12 .831 2.027 67.827
13 .812 1.980 69.807
14 .740 1.805 71.611
15 .710 1.733 73.344
16 .689 1.680 75.024
17 .659 1.607 76.631
18 .642 1.565 78.196
Extraction Method: Principal Component Analysis.
• Scree Plot
The third method to identify the maximum number of factors used is scree plot. In the study,
a scree plot can be used where it will draw extraction factors using eigenvalues (Fig 5.1). As
according to logic, extracted factors should contain high eigenvalues and the finalization can
be made plotting a scree graph. The scree plot is designed though using latent roots and the
number of factors according to the order of extraction and the outcome which is a curve is
used to identify the cut-off point based on the shape (Hair et al., 2010). In general situations,
the scree plot is a negatively decreasing curve with the largest eigenvalue for the first factor
and size of a eigenvalue for subsequent factors are moderate and reducing while last factors
contain smallest values for them (Tabachnick and Fidell, 2007). After conducting a scree plot
test to identify extracted factors via eigenvalues, the outcome was stated as the same number
of factors (Fig 5.1).
193
Figure 5.1: Scree Plot of Eigenvalues
In order to remove the redundant (highly correlated) variables from the survey data and to
reduce the variables into a definite number of dimensions, factor analysis is achieved by the
principal component extraction method by using SPSS V.18.
• Factor Loadings
In order to remove the redundant data with high correlations and also to reduce the number of
items from the questionnaire, principal component analysis using Varimax rotation was
performed. Originally, there were 101 items in the questionnaire, in which three items were
nominated for deleting as their inter-item correlation was less than 0.15 during item analysis
(See Table 5.17). Straub et al. (2004, 2005) suggest selecting only items having factor
loadings above 0.4. Using Straub et al.’s (2004, 2005) criteria, Table 5.21 indicates that the
factor loading of 8 components were above this value. Approximately 7 items were deleted
from the 101 original items including those 3 items that have had less than 0.15 inter-item in
194
item analysis. All retained items had factor loadings above 0.40 (Table, 5.21), which is the
recommended acceptance level for business studies (Hair et al., 2010).
Table 5.21: Factor Loadings
Constructs Items F1 F2 F3 F4 F5 F6 F7 F8
CC
ComCha1 .607
ComLed1 .606
ManEm1 .543
ComGlu1 .410
StrEm1 .400
CriSu1 .405
AC ComCha2 .822
ComLed2 .452
ManEm2 .852
ComGlu2 .882
StrEm2 .834
CriSu2 .421
MC
ComCha3 .697
ComLed3 .611
ManEm3 .694
ComGlu3 .739
StrEm3 .750
CriSu3 .757
HC
Comcha4 .485
ComLed4 .555
ManEm4 .562
ComGlu4 .489
StrEm4 .576
CriSu4 .588
OE
EmJoSa1 .504
RevEmJoSa2 .535
EmJoSa3 .530
MaSuSa1 .565
RevMaSuSa2 .728
MaSuSa3 .758
RevMaSuSa4 .681
OrHeRePu1
.453
OrHeRePu3
.532
OrHeRePu5
.543
195
OrHeRePu6
.467
EmJoDeCuSa1 .400
RevEmJoDeCuSa2
.487
EmJoDeCuSa4
.555
EmJoDeCuSa5
.542
PrDeQuDe1 .465
RevPrDeQuDe2 .714
PrDeQuDe3 .671
PrDeQuDe4 .637
PrDeQuDe5 .521
PrDeQUDe6 .694
EmPeDe1
.432
RevEmPeDe2
.444
.424
EmPeDe3
TeTrCo1 .585
TeTrCo2 .536
TeTrCo3 .495
TeTrCo4 .436
TeTrCo5 .473
TeTrCo6 .407
.404
TeTrCo7
SyOpCoIn1
.456
RevSyOpCoIn2
.564
RevSyOpCoIn4
.478
AbAcRe2
.498
AbAcRe3 .468
IA2 .465
IA3 .427
IA4 .486
IB1 .418
IB2 .402
IB3 .414
IM1 .453
TFLS IM2 .372
IM3 .497
IM4 .458
IS1 .520
IS2 .535
IS3 .530
IS4 .485
196
IC1 .426
IC2 .476
IC3 .437
IC4 .408
CR1 .638
CR2 .515
CR3 .543
TLS CR4 .485
MBEA1 .526
MBEA2 .487
MBEA3 .500
MBEA4 .518
MBEP1 .524
MBEP2 .511
MBEP3 .467
PLS MBEP4 .497
LF1 .418
LF2 .506
LF3 .486

Rotation Method: Varimax with Kaiser Normalization.
• Kaiser–Meyer–Olkin Measure of Sampling Adequacy (KMO) Test
Hinton et al. (2004) recommends two tests for factor analysis: Kaiser-Meyer-Olkin (KMO)
and Bartlett’s Test of Sphericity. The KMO method can be used for single variables or more
than one variable to identify the ratio of squared correlation between factors in considering
squared partial correlation among factors. The outcomes of the KMO test ranges from 0 to 1
where based on a rule of thumb it was decided that a results of 0.5 were not acceptable, 0.6
was acceptable and values that are closer to 1 are excellent (Hinton et al., 2004).
Furthermore, according to Kaiser (1974), if the value of KMO is between 0.5 and 1.0, this
indicates that factor analysis is appropriate for the data, while values less than 0.5 mean that
the data are not sufficient to perform factor analysis. Table 5.22 indicates that the value of
KMO for sampling adequacy is 0.710 indicating that the sample size is adequate to perform
factor analysis. The large KMO value confirms the possibility of identifying factors in the
data set as suggested in the conceptual model
197
Table 5.22: KMO and Bartlett's Test
Kaiser-Meyer-Olkin Measure of Sampling Adequacy .710

Bartlett's Test of Sphericity Approx. Chi-Square 4844.644
df 4950
Sig. .000
• Bartlett's Test of Sphericity Test

In order to check the multivariate normality of the distribution, Bartlett’s test was employed.
Bartlett's test of sphericity is carried out to confirm the relationships that exist between
variables. A s a general rule it is stated that if there is no relationship then it is irrelevant to
undertake factor analysis. Also if the P value is <0.05, it is relevant to conduct a factor analysis
(Hinton et al., 2004). Outcomes presented in the table show that the P value is < 0.00
indicating that there are relationships existing between variables and a factor analysis is
recommended for the study. The statistically significant result indicates that the correlation
matrix is not an identity matrix, indicating that it would be appropriate to perform factor
analysis.
As presented earlier, the principal component analysis presented an outcome of 8 components

with eigenvalues above 1 which explains 35.296 percent, 5.488 percent, 3.973 percent, 3.277
percent, 3.230 percent, 2.896 percent, 2.562 percent and 2.455 percent respectively (in total
59.176 percent). Furthermore, the scree plot was clear cut-out in 8 factors. Upon conducting
all these analyses to establish consistency, Cronbach’s alpha measure was used to analyse
each factor into further details. The following groups of items presented were recommended
for the most relevant dimensions.
In the study, first 04 factors are related to the organisational culture namely, 1- clan culture,
2- adhocracy culture, 3- market culture, and 4- hierarchy culture. The four cultures
composing CVF proposed by Quinn and Rahbroaugh (1983) were used to study the data
gathered. Firstly the preference for extended family culture (clan culture, CC) in the business
organisations was evaluated. All 06 items related to the major factor was connected to one
single factor generating a Cronbach’s alpha value of .768 (Table 5.23).
Next, the factor named adhocracy culture (AC) was studied where it evaluated the promotion
of innovation and the creativity in the organisational culture. All 06 items related to the major
198
factor was connected to one single factor generating a Cronbach’s alpha value of .756 (Table
5.23). The third factor evaluated was market culture (MC) where it evaluated the extent to
which the organisational culture is shaped by results orientation and competitiveness. All 06
items related to the major factor was connected to one single factor generating a Cronbach’s
alpha value of .878(Table 5.23). Finally, the fourth factor evaluated was hierarchy culture
(HC) where it evaluated the extent to which the organisational culture is shaped by
predefined policies and procedures. All 06 items related to the major factor was connected to
one single factor generating a Cronbach’s alpha value of .829 where the largest was
ComCha4 which was considered a dominant organisational feature (Table 5.23).
Table 5.23: Factor Loading and Cronbach’s alpha of Organisational Culture Items
Factor and related Items Factoring loading Cronbach’s alpha
Organisational Culture
Clan
ComCha1 .607
ComLed1 .606
ManEm1 .543
.768
ComGlu1 .410
StrSu1 .400
CriSu1 .405
Adhocracy
ComCha2 .822
ComLed2 .452
ManEm2 .852 .752
ComGlu2 .882
StrSu2 .834
CriSu2 .421
Market
ComCha3 .697
ComLed3 .611
ManEm3 .694
ComGlu3 .739 .878
StrSu3 .750
CriSu3 .757
Hierarchy
ComCha4 .485
ComLed4 .555
ManEm4 .562
.829
199
ComGlu4 .489
StrSu4 .576
CriSu4 .588
The next factor evaluated was organisational effectiveness (OE) which includes 41
components based on CVF (Cameron and Quinn, 2006). Not all 41 items related to the major
factor was connected to one single variable. Applying factor loading resulted in the deletion
of five items which loaded with less than 0.4 (Field, 2009) and so was excluded. Cronbach’s
alpha value of the new set has improved from .824, before deletion of those items to .829
(Table 5.24).
Table 5.24: Factor Loading and Cronbach’s alpha of Organisational Effectiveness

Items
Factor and related Items Factoring loading Cronbach’s alpha

EmJoSa1 .504
RevEmJoSa2 .535
EmJoSa3 .530
MaSuSa1 .565
RevMaSuSa2 .728
MaSuSa3 .758
RevMaSuSa4 .681
OrHeRePu1 .453
OrHeRePu3 .532
OrHeRePu6 .543
EmJoDeCuSa1 .467
RevEmJoDeCuSa2 .400
EmJoDeCuSa4 .487
EmJoDeCuSa5 .555
PrDeQuDe1 .542
RevPrDeQuDe2 .465
PrDeQuDe3 .714
PrDeQuDe4 .671
.829
PrDeQuDe5 .637
PrDeQUDe6 .521
EmPeDe1 .694
200
RevEmPeDe2 .432
EmPeDe3 .444
TeTrCo1 .424
TeTrCo2 .585
TeTrCo3 .536
TeTrCo4 .495
TeTrCo5 .436
TeTrCo6 .473
TeTrCo7 .407
SyOpCoIn1 .404
RevSyOpCoIn2 .456
RevSyOpCoIn4 .564
AbAcRe2 .478
The final AbAcRe3 .498 factor
evaluated was leadership style (LS) which included 36 components based on the
transformational-transactional theory of leadership (Bass, 1985; Avolio and Bass, 2004). 36
items related to the major factor of leadership style was connected to three components.
Applying factor loading resulted in the deletion of two items which loaded with less than 0.4
(Field, 2009), IA1 from transformational leadership and LF4 from passive leadership style,
and so was excluded. Cronbach’s alpha value of the new set for transformational decreased
from .709 to .700 and for passive leadership style decreased from .671, before deletion to
.663.
Table 5.24: Factor Loading and Cronbach’s alpha of Leadership Styles Items
Factoring Factoring Factoring Cronbach’s

Factor and related Items
loading loading loading alpha
Leadership Style
IA2 .465
IA3 .427
IA4 .486
IB1 .418
IB2 .402
IB3 .414
IM1 .453
IM2 .372
IM3 .497
IM4 .458
201
IS1 .520 .700
IS2 .535
IS3 .530
IS4 .485
IC1 .426
IC2 .476
IC3 .437
IC4 .408
CR1 .638
CR2 .515
CR3 .543
CR4 .485
MBEA1 .526
.709
MBEA2 .487
MBEA3 .500
MBEA4 .518
MBEP1 .524
MBEP2 .511
MBEP3 .467
MBEP4 .497
LF1 .418 .671
LF2 .506
LF3 .486
5.6.2 Exploratory Factor Analysis of National Culture
After scanning and clarifying the items related to organisational culture, leadership style and
organisational effectiveness, twenty one items of national culture including, UA, PD, IDV,
and MS, which are based on Hofstede’ study and measured by Dorfman and Howell (1988)
scales, were examined using exploratory factor analysis. As mentioned before the KMO
method can be used for single or more than one variable to identify the ratio of squared
correlation between factors in considering squared partial correlation among factors. The
outcomes of the KMO test ranges from 0 to 1 were based on a rule of thumb and it was
decided that a result of 0.5 would not be acceptable, 0.6 to be acceptable and values that are
closer to 1 to be excellent (Hinton et al., 2004). Furthermore, according to Kaiser (1974), if
the value of KMO is between 0.5 and 1.0, this indicates that factor analysis is appropriate for
the data, while values less than 0.5 mean that the data are not sufficient to perform factor
202
analysis. Table 5.25 indicates that the value of KMO of sampling adequacy is 0.785
indicating that the sample size is adequate to perform factor analysis. The large KMO value
confirms the possibility of identifying factors in the data set as suggested in the conceptual
model.
Table 5.25: KMO and Bartlett's Test
Kaiser-Meyer-Olkin Measure of Sampling Adequacy .785

Bartlett's Test of Sphericity Approx. Chi-Square 2878.249
df 210
Sig. .000
Furthermore, based on Kaiser’s criterion table 5.26 shows that all four components were
extracted with eigenvalues >1 and the total variance explained by the four components was
56.915% (Table 5.26). Moreover, the scree plot graph showed a clear change in shape at the
fourth and fifth components, and verified the number of components extracted using Kaiser’s
criterion (Fig 5.2). Table 5.27 revealed that 21 items were loaded into 4 factors.
Table 5.26: Total Variance Explained
Componen Initial Eigenvalues Extraction Sums of Squared Loadings Rotation Sums of Squared Loadings
t
Total % of Cumulativ Total % of Cumulative % Total % of Cumulative %
Variance e% Variance Variance
1 3.598 17.136 17.136 3.598 17.136 17.136 3.581 17.053 17.053
2 3.512 16.723 33.858 3.512 16.723 33.858 3.468 16.513 33.566
3 2.778 13.230 47.088 2.778 13.230 47.088 2.564 12.207 45.773
4 2.064 9.827 56.915 2.064 9.827 56.915 2.340 11.142 56.915
5 .991 4.720 61.635
6 .948 4.512 66.147
7 .877 4.178 70.326
8 .750 3.571 73.897
9 .652 3.105 77.002
10 .627 2.987 79.989
11 .585 2.784 82.773
12 .546 2.600 85.373
13 .520 2.475 87.848
14 .482 2.296 90.144
15 .427 2.033 92.177
16 .352 1.675 93.852
203
17 .302 1.437 95.289
Figure 5. 2: Scree Plot (Cultural Dimensions)
Table 5.27: Factor Loadings of National Culture Dimensions
Component
1 2 3 4
UA1 .552
UA2 .744
UA3 .580
UA4 .758
UA5 .824
IDV1 .699
IDV2 .732
IDV3 .629
IDV4 .698
IDV5 .586
PD1 .820
204
PD2 .829
PD3 .719
PD4 .692
PD5 .798
PD6 .587
MA1 .765
MA2 .854
MA3 .816
MA4 .884
MA5 .892
Cronbach’s .897 .83 .744 .697
Alpha
Although it was not the researcher’s intention to study the direct determinants of national
culture dimensions on the culture-effectiveness relationship, for the reliability of
measurement items with their relevant constructs it was required to assess the factor analysis.
As mentioned in chapter 2 all the items in national culture were based on Hofstede’s study
and adopted from the research of Dorfman and Howell (1988) with little moderation of
context. The description of each factor with respect to the reliability measure Cronbach’s α
value is given below:
In this study, 04 factors are related to the national culture namely, 1- UA; 2- PD; 3- IDV and
4- MS. As the first factor it measures the uncertainty avoidance among the respondents where
it evaluates rate at which employees are uncertain about the procedures and rules relevant to
their jobs. All 05 items related to the major factor was connected to one single factor
generating a Cronbach’s alpha value of .744 where the largest component was UA5
indicating the significance of the instructions on the job role (Table 5.27).
The next factor evaluated was the individualism versus collectivism of each respondent
where it evaluated the value which measures how much an individual considers self-interest
to be more important than the group’s interest. All 05 items related to the major factor was
connected to one single factor generating a Cronbach’s alpha value of .697 where the largest
component was IDV2 indicating the significance of concern for individual success over the
group success (Table 5.27).
205
The third factor evaluated was the power distance in organisation where the factor identifies
the extent to which employees accept the power distance between boss and subordinates. All
06 items related to the major factor was connected to one single factor generating a
Cronbach’s alpha value of .83 where the largest component was PD1 proving that managers
should make their subordinates involved in decision making rather than making the decision
alone (Table 5.27).
The final factor evaluated was masculinity versus femininity where it evaluated the
preference to be masculine in workplace with a challenge seeking attitude. All 05 items
related to the major factor was connected to one single factor generating a Cronbach’s alpha
value of .897 where the largest component was MS5 indicating that respondents like to have
male superiors in organisations rather than females at the top of the organisational hierarchy
(Table 5.27).
5.7 Multiple Regression Analysis

5.7.1 Regression Analysis I: Explaining the Relationship between Organisational
Culture and Leadership Styles
In order to test the relationship between organisational culture and leadership styles, multiple
regression analysis was employed. There are four different types of organisational culture:
clan culture, adhocracy culture, market culture, and hierarchal culture. For multiple
regression analysis, organisational culture dimensions were taken as independent variables,
while leadership styles were taken as the dependent variable. In Table 5.28, the R-Squared
value indicates that 27.9% of the variance in leadership style (the dependent variable) is
explained by organisational culture dimensions (the independent variables). Therefore, the
predictor variable of organisational culture types, clan culture, adhocracy culture, market
culture and hierarchy culture explain 27 percent of the variance in the dependent variable of
leadership style (Table 5.28).
Table 5.28: Model Summary
Model R R Square Adjusted R Square Std. Error of the

Estimate
1 .528a .279 .270 1.036
a. Predictors: (Constant), Hierarchy, Adhocracy Culture, Market Culture, Clan Culture
206
Table 5.29 presents that the model fits at a good level. If the improvement due to the fitting
regression model is much greater than the inaccuracy within the model, then the value of F
will be greater than 1 and SPSS calculates the exact probability of obtaining the value of F by
chance. In Table 5.29, the F-statistic (33.609) is also significant at the p < 0.01 level,
indicating that the variance explained is also statistically significant. F-statistic of 33.609
shows that it is very unlikely that the results are computed by chance and are highly
significant (p < 0.001). therefore, it could be argued that the results can be interpreted as
meaning that the final model significantly improves our ability to predict the outcome
variable.
Table 5.29: ANOVA
Model Sum of Squares df Mean Square F Sig.

1 Regression 144.236 4 36.059 33.609 .000a
Residual 373.369 348 1.073
Total 517.604 352
a. Predictors: (Constant), Hierarchy, Adhocracy Culture, Market Culture, Clan Culture
b. Dependent Variable: Leadership Style
Table 5.30 displays the standardised beta coefficient (β) between the predictor variables, clan,
adhocracy, market and hierarchy culture, and the dependent variable, leadership style. From
the regression analysis, it is indicated that the relationship between the independent and
dependent variables is more or less statistically significant at the 95 percent confidence level
(p < 0.05), apart from adhocracy culture, which is not significant. The beta coefficient (β) is
shown to be positively and statistically significant at the 0.01 level for all variables, apart
from adhocracy culture.
In Table 5.30, all coefficients were found to be statistically significant. The value for clan
culture (B = 0.106, p < 0.05); adhocracy culture (B = -0.036, p > 0.05), market culture (B =
0.380, p < 0.01) and hierarchal culture (B = 0.285, p < 0.001) indicate that all dimensions of
organisational culture positively contribute to leadership style with the exception of
adhocracy culture, which has a negative impact upon leadership style. Specifically, these
results indicate that with regard to clan culture, a one-unit increase in clan culture was
associated with a .106 unit increase in leadership style. Next, a one-unit increase in adhocracy
207
culture was associated with a .036 unit decrease in leadership style, while a one-unit increase
in market culture was associated with a .380 unit increase in leadership style. Finally, a one-
unit increase in hierarchal culture was associated with a .285 unit increase in leadership style.
These results provide support to H1.1, H1.3, and H1.4, suggesting that there is a relationship
between organisational culture dimensions (clan, market, and hierarchal) and leadership
styles, while H1.2, posits that there is relationship between adhocracy culture and leadership
style, was not supported, as this result failed to achieve statistical significance.
Table 5.30: Coefficients
Model Unstandardized Standardized t VIF Sig.

Coefficients Coefficients
B Std. Error Beta
1 (Constant) .550 .198 2.806 .005
Clan Culture .179 .078 .106 2.280 1.524 .023
Market .320 .039 .380 3.106 1.085 .002
Culture
Adhocracy -.001 .002 -.036 -.766 1.226 .444
Culture
Hierarchy .249 .042 .285 5.995 1.475 .000
a. Dependent Variable: Leadership Style
In order to double check the Multicollinearity, the Variance Inflation Factor (VIF) was
calculated but this time leadership style was taken as a dependent variable (the multi-
collinearity section 5.5.4. organisational effectiveness was taken as a dependent variable).
VIF is a statistical phenomenon which determines whether more than two predictor variables
(independent variables) are highly correlated with each other or not (Brace et al., 2009).
According to Myers (1990), if the value of VIF is above 10, it shows that there is a possibility
of Multicollinearity among the constructs. The results of VIF (Table 5.30) highlighted that
the VIF value is less than 10,which implies that these data have no Multicollinearity problem.
Tables 5.31 summarized the results of all hypotheses.
Table 5.31: Hypothesis Assessment
Research B values t-values Results

Hypothesis
208
H1.1: CC LS .179 2.280 Supported
H1.2: MC LS .320 3.106 Supported
H1.3: AC LS -.001 -.766 Not Supported
H1.4: HC LS .249 5.995 Supported
Figure 5.3: Relationship between Organisational Culture and Leadership Style
Clan
β= .179
Adhocrac
β=−.001
β= .320 Leadership
Market
Style
β= .249
Hierarchy
5.7.2 Regression Analysis II: Explaining the Relationship between Leadership Styles
and Organisational Effectiveness
Multiple regression analysis was employed to test the relationship between leadership styles
and organisational effectiveness. The results from model summary table (Table 5.32) show
that R-squared was found to be 0.307, indicating that 30.7% of the variance in leadership
styles is explained by organisational effectiveness (Table 5.32). Therefore, the predictor
variable of leadership style explains 30 percent of the variance in the dependent variable of
Table 5.32: Model Summary

Estimate
1 .550a .303 .301 .518
a. Predictors: (Constant), Leadership Style
209
Table 5.33 shows that the model fits at a good level. If the improvement due to the fitting
regression model is much greater than the inaccuracy within the model, then the value of F
will be greater than 1 and SPSS calculates the exact probability of obtaining the value of F by
chance. In Table 5.33, the F-statistic (152.289) is also significant at the p < 0.001 level,
indicating that the variance explained is also statistically significant. The F-statistic of
152.289 shows that it is very unlikely that the results are computed by chance and are highly
significant (p < 0.001). Therefore, it could be argued that the results can be interpreted as
meaning that the final model significantly improves our ability to predict the outcome of the
variable.
Table 5.33: ANOVA

1 Regression 40.858 1 40.858 152.289 .000a
Residual 94.171 351 .268
Total 135.029 352
a. Predictors: (Constant), Leadership Style
b. Dependent Variable: Organisational Effectiveness
Table 5.34 displays the standardised beta coefficient (β) between the predictor variables,
leadership style and the dependent variable, organisational effectiveness. From the regression
analysis, it is indicated that the relationship between the independent and dependent variables
is more or less statistically significant at the 99 percent confidence level (p < 0.01). The beta
coefficient (β) is shown to be positively and statistically significant at the 0.001 level of the
variable.
The coefficient associated with leadership style (B = 0.550, p < 0.001) indicates that
leadership style significantly predicts organisational effectiveness. Specifically, this result
indicates that a one-unit increase in organisational effectiveness was associated with a .550
unit increase in leadership style. Table 5.35 summarizes the results of the test for this study’s
fifth hypothesis.
Table 5.34: Coefficients
Model Unstandardized Standardized t Sig.

210
B Std. Error Beta
1 (Constant) 3.845 .065 58.914 .000
Leadership Style .403 .035 .550 12.341 .000
a. Dependent Variable: Organisational Effectiveness
Table 5.35: Hypothesis 5 Assessment
Research Hypothesis β values T-values Results

H2: LS OE .550 12.341 Supported
Figure 5.4: Relationship between Leadership Style and Organisational Effectiveness
Leadership β=.550 Organizational

Style Effectiveness
5.8 Mediation Effects of Leadership Style on the Culture-Effectiveness

Relationship
According to Baron and Kenny (1986), the process of testing for mediation is to estimate the
indirect effect of the independent variable on the dependent variable by controlling for the
mediator. They specify four steps in the measurement of a mediation effect:
Step 1: Indicate that the predictor variable is significantly associated with the outcome
variable.
Step 2: Indicate that the predictor variable is significantly associated with the mediator.
Step 3: Indicate that the mediator is significantly associated with the outcome variable.
Step 4: Indicate that the mediator completely or partially mediates the relationship between
the predictor variable and the outcome variable (Baron and Kenny, 1986).
Step 1 is tested through the use of a regression analysis in which the outcome measure is
included as the dependent variable, and the predictor is included as the independent variable
(Baron and Kenny, 1986). Statistical significance with regard to the regression coefficient
would serve to indicate that there is a significant association between these two measures. If
211
this is found to be the case, a second regression analysis is then conducted in order to test
Step 2. This step is also tested through the use of a regression analysis, with the mediator
included as the dependent variable in this analysis, and the predictor included as the
independent variable. Again, statistical significance with regard to the regression coefficient
associated with the predictor variable would serve to support the fact that there is a
significant association between the predictor and the mediator. Step 3 and 4 would then be
tested if statistical significance was in fact found. Both of these steps are tested using a single
regression analysis in which the mediator and the predictor are both included as independent
variables in the analysis, with the outcome variable included as the dependent variable. A
comparison of the coefficients associated with the predictor variable between the first and
third regression model would then serve to determine whether partial or full mediation is
present.
5.8.1 Leadership Style Will Mediate the Effect of OC on OE
The initial test of mediation conducted focuses specifically on Hypothesis 3 which

hypothesizes that leadership style will mediate the effect of organisational culture on
organisational effectiveness. In the first step of mediation, the relationship between
organisational culture and organisational effectiveness was calculated.
From the model summary table (Table 5.36) R-squared was found to be 0.308, indicating that
30.8% of the variance in organisational culture is explained by organisational effectiveness
(Table 5.32). Therefore, the predictor variable of organisational culture explains 30 percent of
the variance in the dependent variable of organisational effectiveness (Table 5.36).
Table 5.36: Model Summery

Estimate
1 .557a .310 .308 .515
a. Predictors: (Constant), Organisational Culture
Table 5.37 shows that the model fits at a good level. In Table 5.37, the F-statistic (157.906) is
also significant at the p < 0.001 level, indicating that the variance explained is also
statistically significant. The F-statistic of 157.906 shows that it is very unlikely that the
results are computed by chance and are highly significant (p < 0.001). Therefore, it could be
212
argued that the results can be interpreted as meaning that the final model significantly
improves our ability to predict the outcome variable.
Table 5.37: ANOVA
Model Sum of df Mean Square F Sig.

Squares
1 Regression 41.898 1 41.898 157.906 .000a
Residual 93.132 351 .256
Total 135.029 352
The coefficient for organisational culture was found to achieve statistical significance at the
.001 alpha level (B=.557), indicating there is a significant relationship between the predictor
and outcome variable (Table 5.38). This result indicates that there is a significant direct effect
between organisational culture and organisational effectiveness which may potentially be
mediated by leadership style. The regression coefficient itself serves to indicate that there was
a positive association between organisational culture and organisational effectiveness.
Table 5.38: Coefficient

B Std. Error Beta
1 (Constant) 2.484 .169 14.736 .000
OC .595 .047 .557 12.566 .000
The following linear regression analysis was conducted in order to test Step 2 in Baron and
Kenny's (1986) methodology. Specifically, Step 2 serves to test whether there is a significant
association between the predictor variable and the mediator. In this case, organisational
culture, the predictor, was included in a regression analysis with leadership style, the
mediator, included as the dependent variable. From the model summary table (Table 5.39) R-
squared was found to be 0.286, indicating that 28.6% of the variance in organisational culture
is explained by leadership style (Table 5.39). Therefore, the predictor variable of
organisational culture explains 28.6 percent of the variance in the dependent variable of
213
214

Estimate
1 .537a .288 .286 .714
Table 5.40 shows that the model fits at a good level. In table 5.40, the F-statistic (142.092) is
statistically significant. The F-statistic of 142.092 shows that it is very unlikely that the
Table 5.40: ANOVA
ANOVAb
1 Regression 72.411 1 72.411 142.092 .000a
Residual 178.872 351 .510
Total 251.283 352
The results of the regression coefficient associated with organisational culture were found to
achieve statistical significance at the .001 alpha level (B=.537). This indicates that a
significant association is present between organisational culture and leadership style (Table
5.41). Hence, it would be appropriate to conduct the final regression analysis in order to test
steps 3 and 4 of Baron and Kenny's (1986) methodology

B Std. Error Beta
1 (Constant) -.938 .234 -4.014 .000
OC .782 .066 .537 11.920 .000
215
The following three tables present the results of the analyses conducted for the third
regression analysis, which serves to test Steps 3 and 4 of Baron and Kenny's (1986)
methodology. The model summary shows that the R-square is .395 indicating that 39.5 % of
the variance in organisational culture and leadership style is explained by organisational
effectiveness (Table 5.42). Therefore, the predictor variables of organisational culture and
leadership style explain 39.5 percent of the variance in the dependent variable of
organisational effectiveness (Table 5.42).

Estimate
1 .632a .399 .395 .482
a. Predictors: (Constant), Leadership Style, Organisational Culture
Furthermore, Table 5.43 shows that the model fits at a good level. In table 5.43, the F-statistic
(116.100) is also significant at the p < 0.001 level, indicating that the variance explained is
also statistically significant. The F-statistic of 116.100 shows that it is very unlikely that the
Table 5.43: ANOVA

1 Regression 53.854 2 26.927 116.100 .000a
Residual 81.175 350 .232
Total 135.029 352
a. Predictors: (Constant), Leadership Style, Organisational Culture
As shown in the third table, the regression coefficients associated with both organisational
culture and leadership style were found to achieve statistical significance, with the coefficient
associated with organisational culture achieving statistical significance at the .001 alpha level
(B=.368), and with the coefficient associated with leadership style achieving statistical
significance at the .001 alpha level (B=.353). Overall, the results of these three linear
216
regression analyses serve to suggest that leadership style acts as an important mediator of the
effect that organisational culture has on organisational effectiveness (Table 5.44).

B Std. Error Beta
1 (Constant) 2.727 .161 16.916 .000
Organisational .393 .052 .368 7.486 .000
Culture
Also to further investigate, the step 4 Baron and Kenny's (1986) was carried out to explore
whether the leadership style fully mediates the relationship between organisational culture
and organisational effectiveness or only partially (although this can be deduced from the table
above as the regression coefficient is substantially reduced at the final step, but remains
significant), a set of multi regression analyses were conducted. In this step some form of
mediation would be supported if the effect of leadership style remains significant after
controlling for organisational culture.
The model summary table (Table5.45) shows that R-Squares of leadership style and
organisational culture are .301 and 3.395 respectively, indicating that 30.1 and 39.5 % of the
variance in organisational culture and leadership style is explained by organisational
effectiveness (Table 5.45). Therefore, the predictor variables of organisational culture and
leadership style explain 30. 1 and 39.5 percent of the variance in the dependent variable of

Estimate
1 .550a .303 .301 .518
2 .632b .399 .395 .482
Predictors: (Constant), Leadership Style,
Predictors: (Constant), Organisational Culture
Dependent Variable: Organisational Effectiveness
217
Furthermore, Table 5.46 shows that the model fits at a good level. In table 5.46, the F-
statistics (152.289, 116.100) are also significant at the p < 0.001 level, indicating that the
variance explained is also statistically significant. The F-statistic of 152.289, 116.100 shows
that it is very unlikely that the results are computed by chance and are highly significant (p <
0.001). Therefore, it could be argued that the results can be interpreted as meaning that the
final model significantly improves our ability to predict the outcome variable.
Table 5.46: ANOVA

1 Regression 40.858 1 40.858 152.289 .000a
Residual 94.171 351 .268
Total 135.029 352
2 Regression 53.854 2 26.927 116.100 .000b
Residual 81.175 350 .232
Total 135.029 352
Predictors: (Constant), Leadership Style
Predictors: (Constant), Organisational Culture
If organisational culture is no longer significant when leadership style is controlled, the

finding supports full mediation. If the organisational culture is still significant (both
organisational culture and leadership style significantly predict organisational effectiveness),
the findings support partial mediation (Table 5.47). The result indicates that there is no
complete mediation and leadership style only partially mediates the relationship between
organisational culture and organisational effectiveness.

B Std. Error Beta
1 (Constant) 3.845 .065 58.914 .000
Leadership .403 .033 .550 12.341 .000
2 (Constant) 2.727 .161 16.916 .000
Leadership .259 .036 .353 7.180 .000
218
Organisational .393 .052 .368 7.486 .000
Culture
5.8.2 Leadership Style Will Mediate the Effect of Clan Culture on OE
The initial test of mediation conducted focuses specifically on Hypothesis 3.1, which
hypothesizes that leadership style will mediate the effect of clan culture on organisational
effectiveness. In the first step of mediation, the relationship between clan culture and
organisational effectiveness was calculated.
22% of the variance in clan culture is explained by organisational effectiveness (Table 5.48).
Therefore, the predictor variable of clan culture explains 22 percent of the variance in the
dependent variable of organisational effectiveness (Table 5.48).

Estimate
1 .471a .222 .219 .547
a. Predictors: (Constant), Clan Culture
statistically significant. The F-statistic of 99.918 shows that it is very unlikely that the results
are computed by chance and are highly significant (p < 0.001). Therefore, it could be argued
that the results can be interpreted as meaning that the final model significantly improves our
ability to predict the outcome variable.
Table 5.49: ANOVA

1 Regression 29.921 1 29.921 99.918 .000a
Residual 105.109 351 .299
Total 135.029 352
219
The coefficient for clan culture was found to achieve statistical significance at the .001 alpha
level (B=.471), indicating there is a significant relationship between the predictor and
outcome variable (Table 5.50). This result indicates that there is an effect to be mediated, and
hence that Steps 2 through 4 needs to be conducted. The regression coefficient itself serves to
indicate that there was a positive association between clan culture and organisational
effectiveness.

B Std. Error Beta
1 (Constant) 3.765 .086 43.729 .000
Clan Culture .464 .046 .471 9.996 .000
association between the predictor variable and the mediator. In this case, clan culture, the
predictor, was included in a regression analysis with leadership style, the mediator, included
as the dependent variable. From the model summary table (Table 5.51) R-squared was found
to be 0.144, indicating that 14.4% of the variance in clan culture is explained by leadership
style (Table 5.51). Therefore, the predictor variable of organisational culture explain 14.4
percent of the variance in the dependent variable of leadership style(Table 5.51).

Estimate
1 .383a .147 .144 .781
Table 5.52 presents that the model fits at a good level. In table 5.52, the F-statistic (60.455) is
220
221
Table 5.52: ANOVA
Model Sum of Squares Df1 Mean Square F Sig.

1 Regression 36.921 1 36.921 60.455 .000a
Residual 214.362 351 .611
Total 251.283 352
The results of the regression coefficient associated with clan culture was found to achieve
statistical significance at the .001 alpha level (.383). This indicates that a significant
association is present between clan culture and leadership style. Hence, it would be
appropriate to conduct the final regression analysis in order to test Steps 3 and 4 of Baron and
Kenny's (1986) methodology.

B Std. Error Beta
1 (Constant) .911 .123 7.407 .000
Clan Culture .515 .066 .383 7.775 .000
the variance in organisational culture and leadership style is explained by organisational
effectiveness (Table 5.44). Therefore, the predictor variables of clan culture and leadership
style explain 37.8 percent of the variance in the dependent variable of organisational
effectiveness (Table 5.42).

Estimate
1 .618a .382 .378 .488
a. Predictors: (Constant), Leadership Style, Clan Culture
222
Furthermore, Table 5.55 presents that the model fits at a good level. In table 5.55, the F-
statistic (108.060) is also significant at the p < 0.001 level, indicating that the variance
explained is also statistically significant. The F-statistic of 108.060 shows that it is very
unlikely that the results are computed by chance and are highly significant (p < 0.001).
Table 5.55: ANOVA
Model Sum of df Mean F Sig.

Squares Square
1 Regression 51.548 2 25.774 108.060 .000a
Residual 83.481 350 .239
Total 135.029 352

a. Predictors: (Constant), Leadership Style, Clan Culture
As shown in the third table, the regression coefficients associated with both clan culture and
leadership style were found to achieve statistical significance, with the coefficient associated
with clan culture achieving statistical significance at the .001 alpha level (B=.305), and with
the coefficient associated with leadership style achieving statistical significance at the .001
alpha level (B=.433). Overall, the results of these three linear regression analyses serve to
suggest that leadership style acts as an important mediator of the effect that clan culture has
on organisational effectiveness.
Unstandardized Standardized
Model Coefficients Coefficients
B Std. Error Beta t Sig.

1 (Constant) 3.476 .083 42.065 .000
Clan Culture .300 .045 .305 6.695 .000

223
Also further investigation using step 4 of Baron and Kenny's (1986) set of multi regression
analysis was conducted. In this step some form of mediation would be supported if the effect
of leadership style remains significant after controlling for clan culture. If clan culture is no
longer significant when leadership style is controlled, the findings support full mediation. If
the clan culture is still significant (both clan culture and leadership style significantly predict
organisational effectiveness), the findings support partial mediation.
The model summary table (Table5.57) shows that R-Squares of leadership style and clan
culture are .301 and 3.378 respectively, indicating that 30.1 and 37.8 % of the variance in
clan culture and leadership style is explained by organisational effectiveness (Table 5.57).
Therefore, the predictor variables of organisational culture and leadership style explain 30. 1
and 37.8 percent of the variance in the dependent variable of organisational effectiveness
(Table 5.57).

Estimate
1 .550a .303 .301 .518
2 .618b .382 .378 .488

Predictors: (Constant), Clan Culture
variance explained are also statistically significant. The F-statistics of 152.289, 108.060 show
0.001).
224
Table 5.58: ANOVA

1 Regression 40.858 1 40.858 152.289 .000a
Residual 94.171 351 .268
Total 135.029 352
2 Regression 51.548 2 25.774 108.060 .000b
Residual 83.481 350 .239
Total 135.029 352
Predictors: (Constant), Leadership style
Predictors: (Constant), Clan Culture
As mentioned before, if clan culture is no longer significant when leadership style is

controlled, the finding supports full mediation. If the clan culture is still significant (both clan
culture and leadership style significantly predict organisational effectiveness), the findings
support partial mediation (Table 5.59). The result indicates that there is no complete
mediation and leadership style only partially mediate the relationship between clan culture
and organisational effectiveness.

B Std. Error Beta
1 (Constant) 3.845 .065 58.914 .000
Leadership .403 .033 .550 12.341 .000
2 (Constant) 3.476 .083 42.065 .000
Leadership .318 .033 .433 9.522 .000
Clan Culture .300 .045 .305 6.695 .000
5.8.3 Leadership Style Will Mediate the Effect of Adhocracy Culture on OE
The following analysis serves to test Hypothesis 3.2, which posited that leadership style
mediates the relationship between adhocracy culture and organisational effectiveness. As
before, regression analyses were used as in Baron and Kenny's (1986) methodology for
testing mediation. As in the previous analysis, testing Step 1 involved conducting a
225
regression analysis in which the predictor variable, adhocracy culture, was included as the
independent variable, with organisational effectiveness included as the dependent variable in
this analysis. Linear regression was again used as it was used in the previous analysis. The
following three tables present the results of this initial regression analysis conducted in order
to complete Step 1 of Baron and Kenny's (1986) methodology.
From the model summary table (Table 5.60) R-squared was found to be -0.003, indicating
that -.3 % of the variance in adhocracy culture is explained by organisational effectiveness
(Table 5.60). Therefore, the predictor variable of organisational culture explains -.3 percent
of the variance in the dependent variable of organisational effectiveness (Table 5.60).

Estimate
1 .004a .000 -.003 .620
a. Predictors: (Constant), Adhocracy
In Table 5.61, the F-statistic (.006) is not also significant at the p > 0.05 level, indicating that
the variance explained is not statistically significant. The F-statistic of .006 shows that it is
very likely that the results are computed by chance. Therefore, it could be argued that the
results cannot be interpreted as meaning that the final model significantly improves our
Table 5.61: ANOVA
ANOVAb
Model Sum of Squares Df Mean Square F Sig.
1 Regression .002 1 .002 .006 .940a
Residual 135.027 351 .385
Total 135.029 352
a. Predictors: (Constant), Adhocracy
In this analysis, the regression coefficient associated with adhocracy culture was not found to
achieve statistical significance. This result indicates that there is no significant association
between the predictor associated with this hypothesis, adhocracy culture, and the outcome
226
variable of organisational effectiveness (Table 5.62). This result indicates that there is no
significant direct effect to be mediated, and hence that Steps 2 through 4 do not need to be
tested.

B Std. Error Beta
1 (Constant) 4.582 .104 43.947 .000
Adhocracy -.003 .046 -.004 -.075 .940
5.8.4 Leadership Style Will Mediate the Effect of Market Culture on OE
Next, additional regression analyses were conducted in order to test Hypothesis 3.3, which
posited that leadership style will mediate the relationship between market culture and
organisational effectiveness. Initially, as before, the first regression analysis consisted of the
regression of organisational effectiveness, the outcome measure, on, in this analysis, market
culture. This serves as a test of Step 1 in which it is determined whether or not the predictor
variable significantly predicts the outcome measure. These results are presented in the
following three tables.
13.8% of the variance in market culture is explained by organisational effectiveness (Table
5.63). Therefore, the predictor variable of market culture explains 13.8 percent of the
variance in the dependent variable of organisational effectiveness (Table 5.63).

Estimate
1 .374a .140 .138 .575
a. Predictors: (Constant), Market Culture
227
Table 5.64: ANOVA

1 Regression 18.906 1 18.906 57.146 .000a
Residual 116.123 351 .331
Total 135.029 352
As shown, the regression coefficient associated with market culture was found to achieve
statistical significance at the .001 alpha level (B=.374). This result determines that there is a
significant effect of market culture on organisational effectiveness, and hence that there is a
direct association between these two measures which may or may not be mediated by
leadership style (Table 5.65). The following regression analysis will serve to test Step 2 of
Baron and Kenny's (1986) methodology.
Model Unstandardized Coefficients Standardized t Sig.

Coefficients
B Std. Error Beta
1 (Constant) 4.072 .073 55.593 .000
Market Culture .150 .020 .374 7.560 .000
Next, the following three tables present the results of the second linear regression analysis
conducted in order to test Step 2 of Baron and Kenny's (1986) methodology. Specifically, this
second linear regression serves to test whether there is a significant association between the
predictor and the mediator. Specifically, market culture is included in this analysis as the
predictor, with leadership style included as the dependent variable. From the model summary
table (Table 5.66) R-squared was found to be 0.193, indicating that 19.3% of the variance in
market culture is explained by leadership style (Table 5.66). Therefore, the predictor variable
228
of organisational culture explains 19.3 percent of the variance in the dependent variable of

Estimate
1 .442a .196 .193 .759
statistically significant. F-statistic of 85.394 shows that it is very unlikely that the results are
computed by chance and are highly significant (p < 0.001). Therefore, it could be argued that
the results can be interpreted as meaning that the final model significantly improves our
Table 5.67: ANOVA

1 Regression 49.171 1 49.171 85.394 .000a
Residual 202.112 351 .576
Total 251.283 352
As shown in the third table, the regression coefficient associated with market culture was
found to achieve statistical significance at the .001 alpha level (B=.442). This result indicates
that there is a significant association between the predictor variable in this analysis and the
mediator of leadership style. Hence, it would be appropriate to conduct the final regression
analysis in order to test Steps 3 and 4 of Baron and Kenny's (1986) methodology.
Model Unstandardized Coefficients Standardized t Sig.

Coefficients
B Std. Error Beta
1 (Constant) .999 .097 10.340 .000
229
Market Culture .241 .026 .442 9.241 .000
the variance in market culture and leadership style is explained by organisational
effectiveness (Table 5.69). Therefore, the predictor variables of market culture and leadership
style explain 32.0 percent of the variance in the dependent variable of organisational

Estimate
1 .569a .324 .320 .511
a. Predictors: (Constant), Leadership Style, Market Culture
Furthermore, Table 5.70 shows that the model fits at a good level. In table 5.70, the F-statistic
(83.828) is also significant at the p < 0.001 level, indicating that the variance explained is
also statistically significant. The F-statistic of 83.828 shows that it is very unlikely that the
Table 5.70: ANOVA

Squares Square
1 Regression 43.733 2 21.866 83.828 .000a
Residual 91.297 350 .261
Total 135.029 352

a. Predictors: (Constant), Leadership Style, Market Culture
230
As shown in the third table, the regression coefficients associated with both market culture
and leadership style were found to achieve statistical significance, with the coefficient
associated with market culture achieving statistical significance at the .001 alpha level
(B=.163), and also with the coefficient associated with leadership style achieving statistical
significance at the .001 alpha level (B=.478). Overall, the results of these three linear
regression analyses serve to suggest that leadership style acts as an important mediator of the
effect that market culture has on organisational effectiveness (Table 5.71).
t Sig.
B Std. Error Beta
1 (Constant) 3.722 .074 50.100 .000
Market Culture .065 .020 .163 3.320 .001

As mentioned before to further investigate the step 4 Baron and Kenny's (1986) a set of multi
regression analyses were conducted. In this step some form of mediation would be supported
if the effect of leadership style remains significant after controlling for market culture. If
market culture is no longer significant when leadership style is controlled, the findings
support full mediation. If the market culture is still significant (both market culture and
leadership style significantly predict organisational effectiveness), the findings support partial
mediation.
organisational culture are .301 and 3.32 respectively, indicating that 30.1 and 32. % of the
variance in market culture and leadership style is explained by organisational effectiveness
(Table 5.72). Therefore, the predictor variables of market culture and leadership style explain
30.1 and 32.0 percent of the variance in the dependent variable of organisational
231

Estimate
1 .550a .303 .301 .518
b
2 .569 .324 .320 .511
Predictors: (Constant), Market Culture
Furthermore, Table 5.73 shows that the model fits at a good level. In table 5.73, the F-
variance explained are also statistically significant. The F-statistics of 152.289, 83.828 show
Table 5.73: ANOVA

1 Regression 40.858 1 40.858 152.289 .000a
Residual 94.171 351 .268
Total 135.029 352
2 Regression 43.733 2 21.866 83.828 .000b
Residual 91.297 350 .261
Total 135.029 352
Predictors: (Constant), Leadership Style
Predictors: (Constant), Market Culture
If market culture is no longer significant when leadership style is controlled, the findings
support full mediation. If the market culture is still significant (both market culture and
mediation (Table 5.74). The result indicates that there is no complete mediation and
leadership style only partially mediates the relationship between market culture and
232

B Std. Error Beta
1 (Constant) 3.845 .065 58.914 .000
Leadership .403 .033 .550 12.341 .000
2 (Constant) 3.722 .074 50.100 .000
Leadership .350 .036 .478 9.756 .000
Organisational .065 .020 .163 3.320 .001
Culture
5.8.5 Leadership Style Will Mediate the Effect of Hierarchy Culture on OE
The final set of analyses were conducted testing mediation and served to test Hypothesis 3.4,
which posited that leadership style will mediate the effect of hierarchy culture on
organisational effectiveness. As before, the initial linear regression analysis conducted served
to test Step 1 of Baron and Kenny's (1986) methodology, in which the predictor of hierarchy
culture was included in the regression analysis as the sole predictor of organisational
effectiveness, the outcome measure included in this hypothesis.
17.7% of the variance in hierarchy culture is explained by organisational effectiveness (Table
5.75). Therefore, the predictor variable of hierarchy culture explain 17.7 percent of the
variance in the dependent variable of organisational effectiveness (Table 5.75).

Estimate
1 .423a .179 .177 .562
a. Predictors: (Constant), Hierarchy Culture
233
Table 5.76: ANOVA

1 Regression 24.196 1 24.196 76.627 .000a
Residual 110.833 351 .316
Total 135.029 352
As shown in the third table (Table5.77), the regression coefficient associated with hierarchy
culture was found to achieve statistical significance at the .001 alpha level (B=.423). This
result indicates that there is a significant direct effect between hierarchy culture and
organisational effectiveness which may potentially be mediated by leadership style. The
regression coefficient itself serves to indicate that there was a positive association between
hierarchy culture and organisational effectiveness.

B Std. Error Beta
1 (Constant) 3.933 .079 49.681 .000
Hierarchy Culture .186 .021 .423 8.754 .000
association between the predictor variable and the mediator. In this case, hierarchy culture,
the predictor, was included in a regression analysis with leadership style, the mediator,
included as the dependent variable. From the model summary table (Table 5.78) R-squared
was found to be 0.214, indicating that 21.4% of the variance in hierarchy culture is explained
by leadership style (Table 5.78). Therefore, the predictor variable of hierarchy culture
explains 21.4 percent of the variance in the dependent variable of leadership style (Table
5.78).
234

Estimate
1 .465a .216 .214 .749
Table 5.79: ANOVA

1 Regression 54.220 1 54.220 96.576 .000a
Residual 197.062 351 .561
Total 251.283 352
The result of the regression coefficient associated with hierarchy culture was found to
achieve statistical significance at the .001 alpha level (B=.465). This indicates that a
significant association is present between hierarchy culture and leadership style, specifically
that hierarchy culture has a negative impact on the mediator of leadership style (Table 5.80).
Hence, it would be appropriate to conduct the final regression analysis in order to test Steps 3
and 4 of Baron and Kenny's (1986) methodology.

B Std. Error Beta
1 (Constant) .850 .106 8.050 .000
235
methodology. The model summary shows that the R-square is .335 indicating that indicating
that 33.5 % of the variance in hierarchy culture and leadership style is explained by
organisational effectiveness (Table 5.81). Therefore, the predictor variables of hierarchy
culture and leadership style explain 33.5 percent of the variance in the dependent variable of

Estimate
1 .582a .338 .335 .505
a. Predictors: (Constant), Leadership Style, Hierarchy Culture
statistic (89.545) is also significant at the p < 0.001 level, indicating that the variance
explained is also statistically significant. The F-statistic of 89.545 shows that it is very
unlikely that the results are computed by chance and are highly significant (p < 0.001).
Therefore, it could be argued that the results can be interpreted as meaning that the final
model significantly improves our ability to predict the outcome variable.
Table 5.82: ANOVA

Squares Square
1 Regression 45.706 2 22.853 89.545 .000a
Residual 89.324 350 .255
Total 135.029 352

a. Predictors: (Constant), Leadership Style, Hierarchy Culture
As shown in the third table (Table 5.83), the regression coefficients associated with both
hierarchy culture and leadership style were found to achieve statistical significance, with the
coefficient associated with both hierarchy culture and leadership style achieving statistical
significance at the .001 alpha level (B=.214 and B=.451). Overall, the results of these three
236
linear regression analyses serve to suggest that leadership style acts as an important mediator
of the effect that hierarchy culture has on organisational effectiveness.
B Std. Error Beta t Sig.

1 (Constant) 3.653 .077 47.149 .000

To further investigate the step 4 Baron and Kenny's (1986) a set of multi regression analyses
were conducted. In this step some form of mediation would be supported if the effect of
leadership style remains significant after controlling for hierarchy culture. If hierarchy culture
is no longer significant when leadership style is controlled, the findings support full
mediation. If the hierarchy culture is still significant (both hierarchy culture and leadership
style significantly predict organisational effectiveness), the findings support partial
mediation.
organisational culture are .301 and .335 respectively, indicating that 30.1 and 33.5 % of the
variance in hierarchy culture and leadership style is explained by organisational effectiveness
(Table 5.84). Therefore, the predictor variables of hierarchy culture and leadership style
explain 30.1 and 33.5 percent of the variance in the dependent variable of organisational

Estimate
1 .550a .303 .301 .518
b
2 .582 .338 .335 .505
Predictors: (Constant), Leadership style,
Predictors: (Constant), Hierarchy Culture
237
variance explained are also statistically significant. The F-statistic of 152.289, 89.545 shows
Table 5.85: ANOVA

1 Regression 40.858 1 40.858 152.289 .000a
Residual 94.171 351 .268
Total 135.029 352
2 Regression 45.706 2 22.853 89.545 .000b
Residual 89.324 350 .255
Total 135.029 352
Predictors: (Constant), Leadership style
Predictors: (Constant), Hierarchy Culture
Dependent Variable: OE
If hierarchy culture is no longer significant when leadership style is controlled, the findings
support full mediation. If the hierarchy culture is still significant (both hierarchy culture and
mediation (Table 5.86). The result indicates that there is no complete mediation and
leadership style only partially mediates the relationship between organisational culture and

B Std. Error Beta
1 (Constant) 3.845 .065 58.914 .000
Leadership .403 .033 .550 12.341 .000
2 (Constant) 3.653 .077 47.149 .000
Leadership .330 .036 .451 9.180 .000
Organisational .094 .022 .214 4.358 .000
238
Culture
5.9 Moderation Effect
After examining the direct relationship within the core model, the next step was to examine
the moderating effect of the national culture dimensions (UA, PD, MS, and IDV) and
organisational size. According to Baron and Kenny (1986, p.1174) a moderator can be a
qualitative or quantitative variable which can affect the direction and/or strength of the
relationship between an independent and dependent variable. The purpose for testing the
moderating effect is to test whether the prediction of the dependent variable, in this case
organisational culture types, from an independent variable, in this case national culture
dimensions, differs across levels of a third variable, in this case organisational size. Based on
Aiken and West (1991) the moderator variable will affect the strength or direction of the
relationship between the independent and dependent variables (predictor and outcome) either
by enhancing or reducing the relationship or even by changing the direction and influence of
the predictor. In other words the moderation effect could be discussed as an interaction
between variables where the effect of one variable depend on levels of other variables in the
analysis (Aiken and West, 1991).
The moderation effect of all four national culture dimensions (UA, PD, MS and IDV) and
organisational size on the relationship between organisational culture types (clan culture,
adhocracy culture, hierarchy culture, and market culture) with leadership styles and between
leadership styles and organisational effectiveness was tested in these analyses. For testing the
moderation impact of national culture dimensions and organisational size this study
incorporates the Moderated Causal Steps Approach or moderated regression analysis. The
moderating impact of organisational size tested with multiple regression analysis, where all
predictor variables and their interaction term were cantered prior to model estimation in order
to improve our interpretation of the regression coefficient (Fairchild and MacKinnon, 2009).
5.9.1 Moderation Effect of National Culture (UA, PD, MS and IDV) on the Relationship
between Organisational Culture and Leadership Style
239
 5.9.1.1 National culture dimensions (UA, PD, MS and IDV)
The moderating constructs included in this study include Uncertainty Avoidance (UA),
Power Distance (PD), Masculinity vs. Femininity (MS) and Individualism vs. Collectivism
(IDV). The UA construct was based on five items, the PD construct was based on six items,
the MS construct was based on five constructs and the IDV construct initially was based on
six items but due to cross-loading, item IDV6 was removed from analysis. Each item was
measured on a seven-point Likert scale ranging from “extremely strongly disagree” to
“extremely strongly agree”. The overall mean of the constructs are 5.81/7, 2.82/7, 3.57/7, and
5.52/7, respectively. The results indicate that there was high UA, low PD, average MS, and
high IDV in respondents in this study’s context. Furthermore, the reliability indicator,
Cronbach’s alpha for all constructs was found to be above the threshold of 0.6 (UA=.74, PD=
.83, MS= .89, and IDV= .69).
Table 5.87: National Culture Dimensions Mean and Reliability
Item No of Items Mean Cronbach’s α

UA 5 5.81 0.74
PD 6 2.82 0.83
MS 5 3.57 0.89
IDV 5 5.52 0.69
The moderation effect of national culture dimensions (UA, PD, MS and IDV) on the
relationship between organisational culture (clan culture, adhocracy culture, market culture,
hierarchy culture) and leadership style was tested separately. The first set of hypotheses,
Hypotheses 4.1a through 4.4a, focus upon PD as a moderator variable. Significant
moderation was found with respect to clan culture with R-square of .131 and an F-statistic of
17.461 which is significant at the p<0.001 level (β= -.154, p<0.001). This indicates the
moderating impact of PD on the relationship between clan culture and leadership style.
Moreover, significant moderation was found with respect to market culture with a R-square
of .227 and a F-statistic of 34.122 which is significant at the p<0.001 level (β= -.156,
p<0.001). This indicates the moderating impact of PD on the relationship between market
culture and leadership style. Also, significant moderation was found with respect to hierarchy
culture with a R-square of .302 and a F-statistic of 50.367 which is significant at the p<0.001
level ( β = .179, p<0.001). |This also indicates the moderating impact of PD on the
240
relationship between hierarchy culture and leadership style. However, hypothesis 4.2a, which
focused on adhocracy culture, was not supported in these analyses as a result of low R-square
(.007) and F-statistic (.812) also interaction term (β= -.026, p>0.05) was found to be not
statistically significant.
The same methods followed for other national culture dimensions and the results presented in
table 5.88. The next set of analyses, testing Hypotheses 4.1b through 4.4b, focused upon UA
as the moderator of interest. Similarly, statistical significance was found with regard to clan
culture, market culture, and hierarchy culture, while significance was not found in the case of
adhocracy culture (Hypothesis 4.2b). Following this, four additional analyses were conducted
focusing upon MS as the moderator. As before, significant moderation was found in the cases
of clan culture, market culture, and hierarchy culture, while no significant moderation was
found with respect to adhocracy culture (Hypothesis 4.2c). The final four regression analyses
conducted within this group of analyses focused upon IDV as a moderator of interest.
Significant moderation was found with respect to Hypothesis 4.1d, focusing upon clan
culture, as well as Hypothesis 4.4d, which focused on hierarchy culture. No significant
moderation was found with respect to adhocracy culture (Hypothesis 4.2d) or market culture
(Hypothesis 4.3d).
Table 5.88: National Culture as Moderators
PD as moderator
2
Hypothesis Relationships R F- Interaction Interaction Supported/Not
# statistics term (T- term (β) Supported
statistics)
4.1a CC ----> LS .131 17.461** -2.944** -.154** Supported
4.2a AC----> L S .007 .812 -.222 -.026 Not Supported
4.3a MC----> LS .227 34.122** -1.919* -.156* Supported
4.4a HC-----> LS .302 50.367** 4.008** .179** Supported
UA as moderator
4.1b CC ----> L S .283 45.811** 9.251** .707** Supported
4.2b AC----> LS .009 1.060 1.338 .071 Not Supported
4.3b MC----> LS .196 28.339** 4.471** .509** Supported
4.4b HC-----> LS .219 32.659** -4.740** -.307** Supported
MS as moderator
4.1c CC ----> L S .409 80.454** 13.363** .961** Supported
4.2c AC----> LS .067 .529 .396 .055 Not Supported
4.3c MC----> LS .202 29.474** 5.626** .419** Supported
4.4c HC-----> LS .320 54.86** 10.87** .732** Supported
IDV as moderator
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4.1d CC ----> LS .157 21.665** 7.615** .377** Supported
4.2d AC----> LS .005 .615 -.151 -.008 Not Supported
4.3d MC----> LS .201 29.318** .411 .022 Not Supported
4.4d HC-----> LS .258 40.409** 3.129** .151** Supported
Dependent variable: Leadership Style **p< 0.001 , *p< 0.05
5.9.2 Moderation Effect of Organisational Size on the Relationship between

Organisational Culture and Leadership Style.
The moderating effect of organisational size on the relationship between organisational

culture (clan culture, adhocracy culture, market culture, and hierarchy culture) and leadership
style was tested separately. The results demonstrated that organisational size significantly
moderates the relationship between clan culture and leadership style as R-square is .328
indicating that 32.8 percent of variance of clan culture is explained by leadership style.
Furthermore, the interaction term (β= .776) is statistically significant at p<0.001 which
indicates the moderating impact of size on the clan culture and leadership style relationship.
The results demonstrate that organisational size significantly moderates the relationship
between adhocracy culture and leadership style as the R-square is .132 indicating that 13.2
percent of the variance of adhocracy culture is explained by leadership style. Furthermore,
interaction term (β= .634) is statistically significant at p<0.001 which indicates the
moderating impact of size on the adhocracy culture and leadership style relationship.
Furthermore, results from table 5.89 demonstrate that organisational size significantly
moderates the relationship between market culture and leadership style as R-square is .203
indicating that 20.3 percent of the variance of market culture is explained by leadership style.
indicates the moderating impact of size on the market culture and leadership style
relationship.
Moreover, as can be seen from table 5.89 organisational size significantly moderates the
relationship between hierarchy culture and leadership style as R-square is .298 indicating that
29.8 percent of the variance of hierarchy culture is explained by leadership style.
indicates the moderating impact of size on hierarchy culture and leadership style relationship.
The results provide support for all four hypotheses (i.e., H5.1 through H5.4).
242
243
Table 5.89: Size as a Moderator
Organisational Size as moderator

Hypothesis Relationships R2 F- Interaction Interaction Supported/Not
# statistics term (T- term (β) Supported
statistics)
H5.1 CC ----> LS .328 56.66** 10.527** .776** Supported
H5.2 AC----> LS .132 13.835** 3.394** .634** Supported
H5.3 MC----> LS .203 29.682** 6.923* .462* Supported
H5.4 HC-----> LS .298 49.414** 9.961** .744** Supported
Dependent variable: Leadership Style **p< 0.001 , *p< 0.05
5.9.2 Moderation Effect Organisational Size on the Relationship between Leadership

style and Organisational Effectiveness
The moderating effect of organisational size on the relationship between leadership style and
organisational effectiveness was tested. Table 5.90, model summary and ANOVA shows that
the R-square is .343. Furthermore, the F-statistic is significant at p<0.001 (62.217), which
shows that it is very unlikely that the results are computed by chance and are highly
significant (p < 0.001).
Table 5.90: Model Summery and ANOVA
Model Summary
Model R R Square Adjusted R Std. Error of the F-Statistics
Square Estimate
1 .590a .348 .343 5.07958 62.217**
a. Predictors: (Constant), ZLDRxOsize, Zscore (Leadership style), Zscore(Size)
However, the coefficient table (Table 5.88) indicates that organisational size does not
significantly moderate the relationship between leadership style and organisational
effectiveness (β = -.031, p > 0.10), therefore Hypothesis 6 was not supported.
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Coefficients
B Std. Error Beta
1 (Constant) 48.964 .272 179.952 .000
Zscore(Leadership_Style) 3.688 .273 .589 13.526 .000
Zscore(Size) -.122 .273 -.019 -.448 .655
ZLDRxOsize -.201 .278 -.031 -.724 .470
5.10 Conclusions
This chapter presents the results and findings of the main study and hypotheses testing. The
data was collected from management levels of private sector organisations in Iran using a
self-administrated survey. In the first step, data collected from respondents for the main study
was tested for outliers, normality, and homoscedasticity using statistical techniques. In order
to test for outliers, univariate outlier, using z-scores, and multivariate outliers, using
Mahalnobis D2 were tested. Furthermore, observing outliers from a box plot showed that all
outliers were mild and could be retained to certain of the generalisation. By reviewing the P-
P-plot and the result from skewness and kurtosis it was concluded that data was normal at
univariate level. In the next step, the assumption of mulitcollinearity was examined using
bivariate Pearson correlation and multiple regression and it was found that both VIF and
tolerance effects were within acceptable range which confirms the nonexistence of
multicolinearity.
Also this chapter presents the descriptive statistics of the demographic in which the response
rate was 35.3 per cent (n=353). Also, further statistics based on age, education, gender and
position were provided. In the next step the reliability and validity of all the constructs were
examined and found to be all in the acceptable range. After descriptive statistics on
demographics and checking reliability and validity of constructs the explanation of factor
loading to identify groups or clusters of variables were presented. Also, in order to show the
relationship between variables and factors an exploratory factor analysis technique was
adopted by using Varimax of orthogonal technique in principal components, in which factors
were rotated to show the maximum variance of factor loading.
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All independent variables (IVs) apart from adhocracy culture were found positively and
significantly correlated to the dependent variables. Also multiple regression analysis confirms
that there is significant relationship between all independent variables apart from adhocracy
culture with leadership style and organisational effectiveness. Furthermore, the correlation
analysis shows positive and significant correlation between leadership style and
organisational effectiveness; moreover multiple regression analysis shows that there is a
significant relationship between leadership style and organisational effectiveness.
In the next step of the analysis, the impact of leadership style was examined as a mediator
between organisational culture type and organisational effectiveness. In order to test the
mediating impact of leadership style four steps of Baron and Kenny’s method was used
which requires four regression analyses to find whether the mediator acts as a full or partial
mediator. After analysing the results it was clear that leadership style acts as a partial
mediator and not as a full mediator.
Finally, the impact of four cultural dimensions (PD, UA, IDV, and MS) and organisational
size were examined as moderators between the path relations presented in the framework.
The impact of moderators was examined using the Moderated Causal Steps Approach
(MCSA) or moderated regression analysis. The results suggested that it can be generalised
that national culture dimensions act as moderator between organisational culture and
leadership style, although the culture dimensions show no significant impact on the
relationship between adhocracy culture and leadership style. Furthermore, the results show
support for the moderating impact of organisational size on the relationship between
organisational culture type and leadership style, however, the results show no support for the
moderating impact of organisational size on the relationship between leadership style and
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Chapter Six
Discussion
6.1 Introduction
The previous chapter presented a rigorous analysis of the findings of the main study. The aim
of the previous chapter was to empirically examine the potential mediating impact of
leadership style as well as the potential moderating impact of national culture and
organisational size on the culture-effectiveness relationship. Following the analysis of the
research data in chapter five, this chapter aims to discuss the findings, significance and
insignificance of the relationships proposed in the conceptual framework (see figure 3.9),
their implications, draw conclusions, and make recommendations. The chapter begins with a
short discussion of Iran which is the context of this study with a brief history of the economy
of Iran in the period from shortly before to after revolution. There follows a discussion
relating to the research hypotheses including a discussion of the mediating impact of
leadership style and the moderating impact of national culture and organisational size on the
culture-effectiveness relationship.
6.2 Context of Study

Iran is an ancient country with 6,000 years of uninterrupted written history. It is located in
southwest Asia with an area of around 636,000 square miles. It borders the Persian Gulf, the
Oman Sea in the south, the Caspian Sea, Azerbaijan and Turkmenistan in the north,
Afghanistan and Pakistan in the east and Turkey and Iraq in the west.
Iran’s population doubled after the Islamic Revolution of 1979, reaching 75 million (Iran
Statistical Centre, 2010). However, Iran’s birth rate has dropped significantly since a decade
ago and it is anticipated to continue to fall so that the population will reach 90 million by
2050. According to official data from the national census, more than two thirds of the
population are under 30, making Iran one of the youngest countries in the world.
The literacy rate stands at 83 per cent: 90 per cent among males and 77 per cent among
females. However, among the younger generation (between the ages of six and 24), it is
around 93 per cent: 97 per cent among males and 96 per cent among females in urban areas
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and 93 per cent among males and 83 per cent among females in rural areas. The number of
women pursuing higher education has increased dramatically since the Islamic Revolution in
1979. The percentage of female students enrolled in Iranian universities doubled between
1978 and 2003, increasing from 31 per cent to 62 per cent.
According to the CIA World Factbook (2012), Iran’s ethnic breakdown is as follows:
Persians (51%), Azari (24%), Gilaki and Mazandarani (8%), Kurds (7%), Arabs (3%),
Baluchi (2%), Lurs (2%), Turkmens (2%), Laks, Qashqai, Armenian, Persian Jews,
Georgians, Assyrians, Circassians, Tats, Mandaeans, Gypsies, Brahuis, Hazara, Kazakhs and
other (1%). However, there are other figures such as estimates by the Library of Congress
which are quite different from those mentioned here.
The official language of Iran is Farsi (Persian) but, according to the Assembly of Experts, use
of local languages is permitted in the mass media and in schools. According to The CIA
World Factbook, the proportion of the population speaking these languages as their first
language are: Persian and Persian dialects are spoken by 58 per cent, Azari by 26 per cent,
Kurdish by nine per cent, Luri by two per cent, Baluchi by one per cent and Arabic by one
per cent of the population. The remaining three per cent speak other languages such as
Armenian, Assyrian and Georgian.
The official state religion is Twelve Shi’a Islam, to which about 89 per cent of the population
belong. Around eight per cent belong to the largest religious minority, Sunni Islam, and the
remaining two to three per cent of Iranians follow non-Muslim religions including
Zoroastrianism, Bahá'í faith, Judaism, Christianity, and Mandaeism.
In the 20th century Iran experienced two major revolutions, two World Wars and the Iran-
Iraq War. The second revolution of 1979, called ‘The Islamic Revolution’, had a major
impact on Iran’s welfare both regionally and internationally. The Iran-Iraq War (1980-1988)
came as a consequence of this, with Saddam Hussein attacking Iran to prevent the export of
Islamic fundamentalism to other countries. In the 21st century, Iran is facing different issues
that could have a significant impact on its future. These include problems such as conflicts
over national identity and ethnic background, freedom of speech, democracy, human rights,
the widening gap between rich and poor, and high unemployment. The country is also facing
some major issues in its external affairs, such as the dispute with the West over the country’s
nuclear energy programme.
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6.2 Economic Background before the 1979 Revolution
The major modern Iranian economic history goes back to the Mosadegh era. Dr. Mosadegh
became the prime minister (or head of the government) in 1951 and nationalised the oil
industry. At first England, followed by the USA, France, and Holland tried to put pressure on
Iran by sending their navies to the Persian Gulf to impede the export of Iran’s crude oil;
introducing economic sanctions against Iran; freezing Iranian government bank accounts
outside Iran; deterring loans from being granted to Iran by the world central bank, and so
forth in order to force the Iranian government to suspend its plans for the nationalisation of
the oil industry.
Consequently, the government was left with no choice but to ration necessities such as
textiles, sugar, medicine, transportation equipment and machinery to its citizens. Moreover,
the government tried to limit imports and encouraged businessmen to export by offering
loans and tax exemptions. Thus, as a result of sanctions, the gold reserves which backed the
currency decreased dramatically. Despite all the government’s efforts, it was still almost
impossible to have economic development without crude oil income because Iran had
become a single product economy. After a coup d’état in 1953 and the downfall of the
Mosadegh government, the new government put all its efforts into signing new oil contracts
with European countries, notably with England. So many plans were to be made after the
coup-d’état to ameliorate economic sanctions; however, the only advantage brought by this
coup d’état was the recommencement of exporting crude oil. This was followed by trade and
military help from the USA which led to Iran’s books being balanced. From the beginning of
the 1960s, after the Shah’s agrarian reforms, Iran’s economy changed for the worse with
seemingly no chances for a bright future for a period of time. Budget deficits, inflation,
decreases in gold and foreign exchange money reserves, increases in the government debt to
the central bank, and rising government foreign debt put considerable pressure on the
government, which faced critical financial problems despite significant earnings from crude
oil (Ghanbari and Sadeghi, 2007).
After the coup d’état the new government had to address the deadlock brought about by the
old economic policies which were based on land owning farmers. The new method, known as
the White Revolution, was introduced with help from the Americans. With implementing the
Shah’s White Revolution, many cooperatives like Iran National were established. Gradually,
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many different industrial fields with total support, direct government supervision and indirect
foreign company interference were brought to Iran. In order to support these companies
financially, one bank network was established. Furthermore, communications and road
networks were expanded in order to help provide better services for the local market as well
as supplying necessities for importing industries (Mossalanejad, 2005).
In 1973, with the crude oil price reaching its peak, Iran’s oil revenue dramatically increased,
which brought about a considerable expansion in various industrial fields. Accordingly, Iran
became the first destination for Americans and Europeans to import their products, goods,
raw materials, machinery, and skilled labour; therefore, gradually, foreign trade began to play
a very important role in two main areas of Iran’s economy. Foreign trade provided the
opportunity of exporting a million barrels of crude oil a day while at the same time importing
ready-made goods and raw materials with a value of billions of dollars per year.
Transportation network systems were improved to handle this increased traffic through the
ports (Razeghi, 2005).
As a result of not adequately investing in the agricultural sector, the import of foodstuffs for
herbivorous animals significantly declined. By increasing Iran’s income from crude oil and
being the peacekeeper in the Persian Gulf region, it was necessary to have a very powerful
army. Thus, billions of dollars were spent annually on strengthening the army for training
costs, purchasing modern arms, building camps for training, and infrastructure such as
airports, roads, and communication networks. By making the military a high priority there
was a negative effect on the economy and cultural investment. In this period, Iran’s economy
was running so well that direct foreign interference was unnecessary. The interests of
multinational companies working in banking, the army, and business were inseparable from
those of their Iranian partners (Mossalanejad, 2005).
6.3 The Iranian Economy after the Islamic Revolution of 1979

Iran’s economy, according to the Constitution of the Islamic Republic of Iran, can be divided
into three constituent parts: Public, Co-operative and Private. The Public Sector includes all
major and generative industries such as foreign trade, mining, banking, insurance, power
generation, major water distribution networks, radio and television, telecommunications,
airlines, shipping lines and railways. The Co-operative Sector includes manufacturing and
distributive organisations set up in towns and villages on the basis of Islamic guidelines.
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Finally, the Private Sector includes sectors of agriculture, animal husbandry, industry, and
commerce. Until the beginning of the 21st Century, it remained the smallest contributor to
Iran’s economy (Azimi, 2009).
Since the revolution, the economy has remained mixed market capitalist in nature, yet as a
result of government intervention and Western sanctions, it has been run on a strict
protectionist and statist model. Despite remaining capitalist, the government’s share of
ownership in the economy is estimated to be around 70 per cent (Azimi, 2009). Therefore, the
majority of those industries which would normally be part of the private sector in western
countries are either owned by the government or have been sold to elites associated with the
Revolutionary Guard, or have a relationship with the government.
The transfer of investment from agriculture, industry and property to services such as
dealerships and brokering (which has made some people very wealthy) and war with Saddam
Hussein’s Iraqi government in 1980 created a weak economy with very high inflation and
unemployment by the end of 20th century. For those in dealerships and brokering it was very
easy to escape from paying taxes due to inadequate tax laws. The transfer of investment from
manufacturing businesses to dealerships and brokering businesses created a big gap between
the demand and supply of goods. As a result of an excess in demand and shortage of supply,
the government was forced to intervene in the economy by nationalising major factories and
organisations. This had negative effects on the economy, shifting it from a free market
towards a centralised command economy. Banks, insurance companies, and many big
industries were nationalised, and there was a transfer in ownership of industries, services, and
agriculture from some well-known businessmen and celebrities to the Revolutionary Guard
organisations and National Industries Organisation (NIO). However, although this was
influential, it did not make a great impact on the economy. Since it was almost impossible to
change people’s culture of consumption in a short time while maintaining normal living
conditions, the government was forced to continue selling crude oil and import finished
goods (Ghanbari and Sadeghi, 2007; Razeghi, 2005).
Like many other developing countries, Iran’s protectionist policy was partly a reaction to
political events. The end of the Iran-Iraq War, which destroyed 95 per cent of the oil industry
and infrastructure, was around the same time as the disintegration of the Soviet Union in
1989. Therefore, the Iranian government, along with many socialist countries in the region,
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was forced to realign its economic policy towards capitalism. The new policy followed by the
government from 1989-1993 involved setting up an open economy with privatisation and a
free currency exchange rate. It proposed getting loans from other countries, reducing
subsidies, indirectly decreasing the currency value and controlling income systems. This
economic policy bore fruit temporarily, due to imports of goods worth $50bn in 1991 and
1992. In order to deal with the balance of payments deficit $30bn was borrowed and crude oil
was exported excessively. This policy led to high rates of inflation in 1992 which rose and
reached their peak at 60 per cent in 1994. However, after inflation reached its highest level in
60 years, the government decided that some economic policies should be reviewed.
Controlling and stabilizing foreign currency exchange and imports was the first move in
order to pay back capital and interest from the foreign loans. Inflation was the main concern
for the government and, although it reached its lowest level in 1989 (under 10 per cent), it
jumped to 50 per cent between 1994 and 1995 (Mossalanejad, 2005; Omidvar, 2011).
Economists predicted that Iran would be suffering from high inflation for a long time as the
government’s budget structure and construction projects were actually supporting it. Many
people moved to urban areas such as Tehran, as a result of poor economic policy and
particularly a lack of support for agriculture. Therefore, the previous economic pattern of
exporting crude oil in order to import the necessary goods and products effectively went
unchanged.
The second attempt toward privatisation was during the presidency of Khatami between 1997
to 2005 which, although it was not entirely successful, started a new era for Iranian
businessmen and women. However, the major attempt toward privatisation was during the
Ahmainezad government in which the government’s plan was to sell around 80 percent of
those companies run, not very effectively, by the government to private owners (Azimi,
2009). Although the privatisation policy pursue by the government was much more
successful than Khatami’s attempt during his first term of presidency, due to strict sanctions
implemented by other countries on Iranian banking and export systems had a major negative
impact on the Iranian economy. Many major private investors had either gone bankrupt or
sold or closed down their businesses (Omidvar, 2011). The future of the private sector, , is
not quite clear and the outlook is not bright, however, many business are hoping that after the
end of the present government and the election of a more moderate government there will be
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a land of opportunity for private sector organisations to establish themselves as major players
in the Iranian economy.
6.4 Discussion of Findings

This study empirically examines the practice of management in private sector organisations
in the context of Iran. The rationale for the study was the analysis of the important role of
private sector organisations in the country’s economy. More specifically, the private sector in
Iran has undergone enormous growth and change in the last 20 years so the management of
change must be seriously addressed. Private sector organisations in the 21st century face
serious challenges in dealing with tighter competition, in acquiring cheaper resources and in
achieving the highest possible standards of efficiency and effectiveness. Therefore, there is a
need for private sector organisations to become more responsible and responsive to
environmental challenges and pressures. More specifically private sector organisations in Iran
have entered a new era that requires better strategic thinking and planning to become more
competitive. Therefore, as Bennis (1997) and Bennis et al. (2008) argue, there is a need for a
more adaptive organisational culture that would create an atmosphere more responsive to
environmental challenges. This study examines the culture-effectiveness relationship in
private sector organisations and the influence of leadership style, as a mediator, and national
culture and organisational size as moderators on this relationship.
As mentioned in chapter 3 and 4 , in order to explore this relationship, the relevant literature
was reviewed and used to develop the research questions, hypotheses, conceptual framework,
and the research questionnaire as well as to support the interpretation of the findings. The
literature review was drawn from a variety of disciplines including organisational culture,
organisational effectiveness, national culture and leadership style. Therefore, the elements in
the conceptual framework proposed for this study were derived from a synthesis of these
disciplines.
Specifically, this study was based on the previous research on organisational effectiveness,
based on the Competing Values framework (Cameron, 1978, 1986; Quinn and Rohrbaugh,
1983), on organisational culture based on the Competing Values Framework (Quinn, 1988;
Cameron and Quinn, 2011), on leadership style based on transactional/ transformational
theory (Avolio and Bass, 2004) and on national culture based on Hofstede’ dimensions
(Dorfman and Howell, 1988) and on other relevant theories. The conceptual framework was
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designed to show the relationship among these factors that have an influence on the culture-
effectiveness relationship. Therefore, the concept of organisational culture, organisational
effectiveness, leadership style and national culture and the relationships between them have
been hypothesised.
This study examines the relationship between the independent variables clan culture,
adhocracy culture, market culture and hierarchy culture and the dependent variables
leadership style and organisational effectiveness. Based on the research model designed for
this study four research questions were posed to assist in attaining the objectives of this study.
To meet the objectives of this study six main hypotheses with sixteen sub-hypotheses were
developed as guidance to test the relationship between the variables (dependents and
independents). As mentioned in the methodology chapter, the survey research method proved
to be the suitable method for this study and the data collection method was questionnaire
using mail survey method. A thousand employees from different management levels of 40
organisations of different sizes were targeted in which 353 questionnaires were returned for
analysis.
Correlation analysis revealed both positive and negative significant relationships between
independent variables, organisational culture types, and dependent variables, leadership style
and organisational effectiveness (Table 5.3). Positive correlation was found between clan
culture, market culture and hierarchy culture with organisational effectiveness, with
correlations coefficient of r=471**, r=374** and r=423** respectively. The highly positive
correlation between these organisational culture types and organisational effectiveness could
be as a result of the perceived level of organisational effectiveness which is normally affected
by the perceived level of organisational culture type. The result is consistent with previous
literature which argues that there is a relationship between organisational culture and
organisational effectiveness (Dension, 1990, 1997; Cameron and Quinn, 2011; Hartnell, et
al., 2011). However, the correlation coefficient between adhocracy culture and organisational
effectiveness is negatively significant. This negative significant correlation between
adhocracy culture and organisational effectiveness could be considered as a good basis for
future study on the reasons why this type of culture could actually have negative impact on
organisational effectiveness in private sector organisations in Iran. However, the negative
correlation between adhocracy culture and organisational effectiveness, as will be explained
later in this chapter, could be as a result of other factors such as data collection and
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participants of this study which is lacking in organisations that are based on innovation, or
could be as a result of severe sanctions imposed on Iran which has forced Iranian managers
to avoid risk.
Furthermore, the objective of this study was also to explore the relationship between
organisational culture and leadership style and between leadership style and organisational
effectiveness and finally, and more importantly, to explore the mediating impact of leadership
style between the relationship of organisational culture and organisational effectiveness. In
order to investigate these objectives regression analysis was conducted. The data shows that
all organisational culture types, apart from adhocracy culture, have significant relationship
with leadership style. Furthermore, the result also confirms that leadership style has
significant relationship with organisational effectiveness. Moreover, in order to test the
mediating impact of leadership style on the culture-effectiveness relationship, Baron and
Kenny’s (1985) method of investigating mediator impact was used. The results show that
leadership style was a partial mediator between all organisational culture types and
organisational effectiveness apart from between adhocracy culture and organisational
effectiveness. Although leadership style shows no mediation between adhocracy culture and
organisational effectiveness, as leadership style shows partial mediation among all other
organisational culture types and organisational effectiveness, it could be deduced that in
general leadership style could be considered as a mediator between organisational culture and
Also, the moderating impact of national culture and organisational size on the relationship
between organisational culture, leadership style and organisational effectiveness was tested.
The results show that both national culture and organisational size have a major impact on the
culture-effectiveness relationship. In the next section the results of the analysis of the data for
each hypothesis are explained in detail. The table below summarises the hypotheses proposed
in chapter 3 and states whether they have been accepted or rejected after analysis of the data.
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Table 6.1: Research Hypotheses Assessment
HN Description Result
H1.1 There is a relationship between Clan Culture and Supported
Leadership Style
H1.2 There is a relationship between Adhocracy Supported
Culture and Leadership Style
H1.3 There is a relationship between Market Culture Not Supported
and Leadership Style
H1.4 There is a relationship between Hierarchy Supported
Culture and Leadership Style
H2 There is a relationship between Leadership Style Supported
H3.1 Leadership Style will mediate the effect of Clan Supported
Culture on OE
H3.2 Leadership Style will mediate the effect of Not Supported
Adhocracy Culture on OE
H3.3 Leadership Style will ,mediate the effect of Supported
Market culture on OE
H3.4 Leadership Style will mediate the effect of Supported
Hierarchy Culture on OE
H4.1 The relationship between Clan Culture and Supported
Leadership Style is moderated by National
Culture dimensions (PD, UA, MS, IDV)
H4.2 The relationship between Adhocracy Culture and Not Supported
H4.3 The relationship between Market Culture and Supported (partially)
H4.4 The relationship between Hierarchy Culture and Supported
H5.1 The relationship between Clan Culture and Supported
Leadership Style is moderated organisational size
H5.2 The relationship between Adhocracy Culture and Supported
Leadership Style is moderated by organisational
size
H5.3 The relationship between Market Culture and Supported
Leadership Style is moderated by organisational
size
H5.4 The relationship between Hierarchy culture and Supported
leadership style is moderated by organisational
size
H6 The relationship between Leadership Style and Not Supported
Organisational Effectiveness is moderated by
organisational size
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6.4.1 Population, Sample and Method of Analysis
The survey used in this study was administered from August 2012 to beginning of 2013, with
the survey questionnaire being distributed to 1000 participants working in 40 organisations
utilizing convenience sampling. These organisations were in the private sector in Iran and
varied in size. Participants in this study were all employed in managerial-level positions,
ranging from junior management to that of CEO. Of the original 1000 questionnaires
distributed, 353 were returned in total, leading to a response rate of 35.3%.
In order to make sure our sample represents the population and underlying structure, the
researcher tried to have a sufficiently large sample. Also, correlations were tested for
reliability and the predictive power of the factors was assessed (Tabachnick and Fidell, 2007;
Hair et al., 2010). Comery and Lee (1992) argue that a sample size of 1000 and above is
considered as excellent, 500 as very good, 300 as good, 200 as fair and less than 100 is
considered as poor. The sample size of this study would be considered as an excellent (1000
questionnaire), however, the response rate of this study falls into a good category because
participation in this study was voluntary.
In any study, missing data is an important issue which requires the researcher’s attention.
There are several suggestion on how to deal with missing data in the social sciences such as
using mean score (Stevens, 1992) or deleting those responses (Norusis, 1995). It was found
that only 9 responses needed to be categorised as having missing data in this study, which is
only 1.7 percent of sample of this study and is accepted as not changing the outcome of the
analysis. After dealing with missing data, the data were tested for outliers. Outliers can bias
the research model fit to the data (Field, 2009). The data was tested for both univaraite and
multivariate outliers using the SPSS tool which eventually found 10 univaraite outliers and 3
cases of multivariate outliers
SPSS (version 18) was used for all the analyses conducted. This software package was
primarily chosen as it is was designed for the analysis of quantitative data, and all the survey
responses consisted of numerical values. A series of descriptive statistics were conducted
initially in order to better describe the sample of data utilized in this study as well as the
sample of respondents obtained. Descriptive statistics included frequency tables focusing
upon categories of response for categorical measures, and measures of sample size, minimum
257
and maximum scores, as well as measures of the mean and standard deviation for continuous
measures.
Following these descriptive statistics, factor analyses were conducted focusing upon the
national culture dimensions of uncertainty avoidance, individualism/collectivism, power
distance, and masculinity/femininity. Additionally, further factor analyses were also
conducted on the organisational culture dimensions of clan, adhocracy, market, and
hierarchy, as well as on leadership style and organisational effectiveness.
6.4.2 Summary of Results
Due to a number of important changes which have taken place in the economy and politics of
Iran during the past three decades, a number of changes in Iranian culture have taken place,
which include the change from a more male dominated to a less male dominated society as
well as increasing individualism (Thiebaut, 2008; Ali and Amirshahi, 2002). The main focus
of this study was to investigate the impact of organisational culture on organisational
effectiveness in Iran's private sector on a contemporary basis. Furthermore, this study also
has secondary aims such as investigating the mediating impact of leadership style on the
relationship between organisational culture and organisational effectiveness as well as
exploring the impact of national culture dimensions and organisational size as moderators on
the culture-effectiveness relationship.
The following issue, specifically, was addressed within this current study:
Due to significant changes since the Islamic revolution, what categorisation of

organisational culture can explain the variance in effectiveness of different size
organisations in the private sector and, moreover, how can managers influence
the culture-effectiveness relationship through their leadership style?
According to the previous literatures of organisational studies and organisational behaviour,

organisational culture and leadership style within an organisation both have a major influence
on organisational effectiveness. There are countless studies of the direct impact of
organisational culture and leadership style on organisational effectiveness. However, there is
a lack of empirical studies on the indirect impact of organisational culture on organisational
effectiveness through leadership style. Leadership style may change as the result of internal
factors (organisational culture change and organisational size) or external factors (national
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culture of host country). Both national culture and organisational culture support leadership
style and, as leaders and managers play an important part in organisational effectiveness,
leadership style also consequently influences organisational effectiveness.
Four research questions, based on the conceptual framework, were proposed to assist the
researcher in achieving the objectives of this research. First, does organisational culture affect
organisational effectiveness in private sector organisations? Second, is there any relationship
between organisational culture types and leadership style? Third, how does organisational
culture influence organisational effectiveness through leadership style and does leadership
style mediate the culture-effectiveness relationship? Finally, fourth how is the culture-
effectiveness relationship influenced by the moderating impact of national culture dimensions
and organisational size?
In order to answer these questions and test the proposed hypotheses the researcher divided the
analysis into 3 parts: 1-analysis of the relationships between the main constructs including
organisational culture, leadership style and organisational effectiveness, 2- testing the
mediating impact of leadership style on culture-effectiveness, and finally 3- test the
moderating impact of national culture and organisational size. In the first part, the correlation
analysis revealed a positive significant relationship between organisational culture, leadership
style and organisational effectiveness, apart from adhocracy culture.
Showing positive correlation among the main constructs was not surprising as previous
studies had proved it, however, what was surprising for the researcher was the relationship
between adhocracy with leadership style and organisational effectiveness. To further
investigate this result the researcher tried to search in the literature to find an explanation for
this unexpected result, however unfortunately, the researcher was not able to find any proper
reason in the literature that could be related to the case of Iran. In fact as there are very few
cases or countries that are experiencing a similar situation to Iran, studies on those countries
and cases are very limited or do not exist. However, the researcher used anecdotal evidence
and conversation with experts on organisational studies and experts familiar with the Iranian
situation managed to develop a theory. Possibly the main three reasons that the results do not
show any significant relationship between adhocracy culture, leadership style and
organisational effectiveness would be due to 1-the nature of adhocracy culture and 2-data
collected from organisations for this study, 3- and, more importantly, the external factors.
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Adhocracy culture is strongly based on innovation and creativity and organisations that are
involved in high-tech and innovation are often dominated by this culture and the absence of
these organisations from the sample might be a reason for not finding a relationship between
adhocracy, leadership style and organisational effectiveness. Furthermore, in adhocracy
culture leaders are creative risk takers, where subordinates follow them in making
developmental initiatives. In the case of Iran as a result of international pressure in the form
of economic sanctions, including restrictions on joint ventures or banking, it could be
deduced that organisational cultures in Iran might discourage leaders from taking risks. Being
risk averse has a negative impact on implementing adhocracy culture which is based on
change, uncertainty and taking risks. Therefore, finding negative correlation or even no
significant relationship, in regression analysis, between adhocracy with leadership style and
organisational effectiveness could be explained in the case of this study.
The correlation analysis shows that other organisational culture types have a positive
significant relationship with leadership style and organisational effectiveness which is
parallel with previous studies that claimed there is a relationship between organisational
culture, leadership style and organisational effectiveness (Denison et al., 2004; Gergory et
al., 2009; Zheng, et al., 2010; Cameron and Quinn, 2011). Furthermore, leadership style
shows a mediation impact on the culture-effectiveness relationship, but only partially, which
is also in line with the previous literature. Full mediation can only be achieved if the
relationships with organisational culture and organisational effectiveness are insignificant.
Such a result would be in contrast with the previous literature which argues that there is a
strong relationship between organisational culture and organisational effectiveness.
Therefore, it was expected that partial mediation of leadership style on the culture-
effectiveness relationship would be found (Ogbonna and Harris, 2000; Parry and Proctor-
Thomson, 2033; Xenikou and Simosi, 2006; Steyrer, et al., 2008; de Poel, et al., 2012).
The results also indicate that there is a positive significant moderation impact of national
culture on the relationship between organisational culture and leadership style which
consequently affects organisational effectiveness. As it was argued in chapter 2, national
culture is viewed as the main contributor to organisational culture and leadership style
implemented by leaders. Therefore, this finding is in line with previous studies which
indicate that there is a relationship between national culture and organisational culture
(Hofstede, et al., 2010; Schein, 2010; Minkov and Hofstded, 2012) and also between national
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culture, organisational culture and leadership style (Dastmalchian et al., 2000; House et al.,
2002; Javidan and Dastmalchian, 2003; Lok and Crawford, 2004; Javidan et al., 2010;
Dickson et al, 2012). However, although there are very few studies that have investigated the
impact of national culture on organisational effectiveness, the result of this study could be
good evidence for further research on this relationship. Although this study did not
investigate the direct impact of national culture on organisational effectiveness, it could be
deduced from the result that national culture has an indirect impact, if not a direct one, on
organisational effectiveness through influencing organisational culture and leadership style.
On the other hand, with regard to the moderation impact of organisational size, the data only
shows a positive significant impact of organisational size on the first part of the model (i.e.
the relationship between organisational culture and leadership style) and shows an
insignificant impact of organisational size on the second part (i.e. leadership style and
organisational effectiveness). The significant impact of organisational size on the relationship
between organisational culture and leadership style is consistent with previous literature on
the culture-leadership relationship and organisational size (Connell, 2001; Vadi and Alas,
2006; Reino and Vadi, 2010).
Although, there are very few studies that study the impact of organisational size and the
results are mixed, however, it could be concluded that organisational size has a major impact
on the implementation of organisational culture either directly or indirectly through the
structure or value of organisations. The findings of this study could be in line with Cameron
and Quinn’s (2011) argument that organisational culture changes as organisation’s move on
in their life cycle. Organisations in the early stage of life, like most of those small
organisations which participated in study, are dominated by clan culture as they need to
establish a firm relationship with employees and make sure employees feel they are part of
the organisation. On the other hand, Cameron and Quinn argue that as organisations grow
they need to establish new rules and regulations in which sometimes employees feel that the
organisation has lost its sense of family and community. In this case organisations moving
toward implementing market or hierarchy culture, which the data collected for this study
suggests are dominant among medium and large size organisations. Therefore, it could be
concluded that the organisational culture type implemented, or leadership style chosen, would
be affected by organisational size and would not be the same as the organisation requirements
and objectives change as the organisation grows or diminishes in size. Moreover, the
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influence of organisational size on the culture-effectiveness relationship has been studied and
size has been shown to have a significant impact on this relationship (Aidla and Vadi, 2007).
However, the insignificant impact of organisational size on the relationship between

leadership style and organisational effectiveness might be due to the fact that organisational
size has already influenced the relationship between organisational culture and leadership
style and consequently both organisational culture and leadership style affect organisational
effectiveness and, therefore, there was no need for demonstrating the moderating impact of
size again and studying the impact of organisational size on the relationship between
organisational culture and leadership style would suffice. As mentioned, if organisational
culture and leadership style both influence organisational effectiveness, and the results show
organisational size has an impact on the relationship between organisational culture and
leadership style, it also has impact on organisational effectiveness. Therefore, the moderating
impact of organisational size on the relationship between leadership style and organisational
effectiveness in the conceptual framework could be deleted. Also this study confirms other
studies in showing a significant impact of organisational size on the culture-leadership style
relationship. Therefore, it could be deduced that organisational size has a significant impact
on the all relationships proposed in the conceptual framework.
6.4.3 Organisational Culture and Leadership Style
In this section each hypothesis and its results has been discussed in detail. Separate statistical
tests were conducted in order to test each of this study's six hypotheses. The first hypothesis
included in this study consists of the following:
H1: there is a relationship between organisational culture and leadership style
H1.1: There is a relationship between Clan Culture and Leadership Style
H1.2: There is a relationship between Adhocracy Culture and Leadership Style
H1.3: There is a relationship between Market Culture and Leadership Style
H1.4: There is a relationship between Hierarchy Culture and Leadership Style
As discussed in chapter 2 and 3 there are several previous studies that have indicated the
relationship between organisational culture and leadership style (Ogbonna and Harris, 2000;
Tojari et al., 2011; Schein, 2010). Most of this literature argues that the impact leaders have is
on creating organisational culture or how managers try to implement organisational change
by changing organisational culture, or in some cases investigating the mediating impact of
262
organisational culture on the relationship between leadership style and other factor such as
effectiveness (Tojari et al., 2011). However, this study tries to reveal the influence of
organisational culture on managers and leaders on choosing an appropriate leadership style to
achieve higher organisational effectiveness. Therefore, this study proposes the first
hypothesis by claiming a positive effect and a direct relationship between organisational
culture types and leadership style.
The correlations analysis show positive significant relationships between clan, market,
hierarchy culture and leadership style with r=383, r=442, and r=465(p<.01) respectively and
only adhocracy culture shows no significant impact (r=.078, p>0.05). Furthermore, the
regression analysis indicates a significant relationship between clan, market and hierarchy
culture with B= .106, p<0.05, B=.380, p<0.01, and B=.285, p<0.001 respectively with R2=
.279. In general it could be argued that the first hypothesis of this study which is based on a
relationship between organisational culture and leadership style is confirmed by the findings,
which show a positive significant relationship between clan, market and hierarchy culture and
leadership style, despite the fact that adhocracy culture shows insignificant relationship with
leadership. The results are also in line with previous literature that claims there is a
relationship between organisational culture and leadership style (Ogbonna and Harris, 2000;
Xenikou and Simosi, 2006; Tsai et al., 2009; Schein, 2010; Acar, 2012). However, the
insignificant relationship between adhocracy culture and leadership style as mentioned before
could be because of three possible reasons: 1- absence of high-tech industry based on
innovation such as computer manufacture and, 2- nature of adhocracy culture and 3-the
economic sanctions have led to risk aversion among industry leaders.
In general it can be concluded that, although there is no doubt that leaders and managers have
s major impact on creating organisational culture or changing organisational culture to
manage organisational change, it is also equally important to bear in mind the impact
organisational culture has on managers and leaders in choosing an appropriate leadership
style to achieve higher performance and organisational effectiveness.
6.4.4 Leadership Style and Organisational Effectiveness
The second hypothesis of this study was based on the relationships between leadership style
and organisational effectiveness.
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 H2: There is a relationship between Leadership Style and Organisational
Effectiveness
As mentioned in chapters 2 and 3 there have been countless studies that investigated the
relationship between leadership style and organisational effectiveness (Parry and Proctor-
Thomson, 2003; Xenikou and Simosi, 2006; Hawkins, and Dulewicz, 2009; Timothy, et al.,
2011). The findings of this study confirmed the hypothesis that leadership style has a positive
influence on organisational effectiveness. The correlation analysis shows a positive
significant relationship between leadership style and organisational effectiveness with r=.550,
(p<0.01). Moreover, the regression analysis also indicates a significant relationship between
leadership style and organisational effectiveness with B= .550, p<0.001 and R2= .303. These
results confirm that there is a relationship between leadership style and organisational
effectiveness. These findings are also consistent with previous studies of Haakonsson et al.
(2008), Steyre et al. (2008) and dePoel et al. (2012) that claim that leadership style is one of
the main factors that influences organisational effectiveness. An appropriate leadership style
results in a higher level of trust between employees and managers which improves
productivity, job satisfaction and employee morale (Lok and Crawford, 2004) that
consequently results in higher organisational effectiveness or performance (Harris and
Ogbonna, 2002; Keller, 2006; Jing and Avery, 2008; Peterson, et al., 2009; Wang, et al.,
2010) .
In view of the argument provided in chapter 2 and 3 concerning Iranian national culture’s
emphasis on paternalism and the centrality of family it is to be expected that employees want
their managers to create a paternal and familial culture at work, so it could be argued that
implementing an appropriate leadership style is very challenging for Iranian Managers.
According to Javidan and Dastmalchian (2003), Iranians are collectivistic when comes to
family and close friends and very individualistic when it comes to outsiders. In addition, the
level of trust among people would depend on whether people are seen as an insider or
outsider. If you are proved to be an insider and considered by people as an insider you would
do your best to prove your worthiness. However, if there is slight feeling, whether wrong or
right, of not being part of the inner circle or people tend to ignore your existence therefore, as
a result of a high level of moral and emotional commitment which is required your individual
goals become replaced by organisation goals (Dastmalchian, et al., 2001; Javidan and
Dastmalchian, 2003). Therefore, the impact of appropriate leadership style on employees’ job
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satisfaction and productivity, which consequently has an influence on organisational
effectiveness, is significant.
6.4.5 Meditating Impact of Leadership Style on Culture-Effectiveness Relationship
The third hypothesis of this study was designed to explore the mediating impact of leadership
on the organisational culture and organisational effectiveness relationship or, in other words,
about the indirect relationship between organisational culture and organisational effectiveness
through leadership style
H3: Leadership Style will mediate the effect of OC on OE

H3.1: Leadership Style will mediate the effect of Clan Culture on OE
H3.2: Leadership Style will mediate the effect of Adhocracy Culture on OE
H3.3: Leadership Style will mediate the effect of Market Culture on OE
H3.4: Leadership Style will mediate the effect of Hierarchy Culture on OE
Previous researchers have identified an association between organisational culture and

performance as well as effectiveness (Dension, 1990; Dension and Mishra, 1995; Dutt, 2009;
Zheng, et al., 2010; Hartnell, et al., 2011). For example, studies show that employees tend to
feel more satisfied when their needs are aligned with the culture of the organisation (Lok and
Crawford, 2004; Dutt, 2009). Also, it has been suggested that organisational culture is very
relevant to managers and explains much of what happens within organisations, while it also
provides guidance for making improvements to organisational effectiveness (Armstrong,
1998; Fey and Denison, 2003; Tojari, et al, 2011). Another study found an association
between organisational culture and organisational effectiveness when examining 230
organisations in a number of industries from around the world (Denison, et al., 2004).
Specifically, regions included in the study were North America, Asia, Europe, the Middle
East, and Africa, and it was found that having a strong positive organisational culture was
significantly related to high organisational effectiveness. Aspects of organisational culture
that were associated with effectiveness included empowering employees, having a team
orientation, having a clear strategic direction and intent, as well as possessing a strong and
recognizable vision. Finally, a study by Jans and Frazer-Jans (2008) focused upon the
association between two dimensions of organisational culture and organisational
effectiveness. The results of the analyses conducted found that organisations which prioritize
human resources management are more likely to be effective as compared with those located
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in cultures which provide little support to human resources management. Also, organisations
which are more hierarchical are less effective than those which are not (Jans and Frazer-Jans,
2008).
Furthermore, researchers have also identified a direct relationship between leadership style
and organisational culture (Block, 2003; Sharma and Sharma, 2010; Schimmoeller, 2010,
Acar, 2012) and a relationship between leadership style and organisational effectiveness
(Robinson, et al., 2008; Wang, et al., 2010; Timothy, et al., 2011; de Poel, et al., 2012) as
well as studies on the relationship among all three, organisational culture, leadership style
and organisational effectiveness (Ogbonna and Harris, 2000; Parry and Proctor-Thomson,
2003; Xenikou and Simosi, 2006; Tojari, et al., 2011). Ogbonna and Harris (2000)
investigated the mediating impact of organisational culture on the leadership-effectiveness
relationship. Studies such as Xenikou and Simosi, (2006), and Tojari, et al. (2011) also found
some kind of mediation impact of organisational culture on the leadership-effectiveness
relationship. On the other hand, other studies in the same field claim mediation impact of
leadership style on the culture-effectiveness relationship (Steyrer, et al., 2008).
This study proposed that leadership style acts as a mediator between organisational culture
and organisational effectiveness or, in other words, there is an indirect relationship between
organisational culture and organisational effectiveness through leadership style. The main
purpose of this hypothesis was to investigate the impact of organisational culture on
managers and leaders on choosing an appropriate leadership style in order to achieve higher
organisational effectiveness. An inappropriate leadership style that is not aligned with the
organisational culture of the organisation could result in demotivation, less moral satisfaction
and less job satisfaction of employees that consequently could result in lower organisational
effectiveness (Lok and Crawford, 2004; Steyrer, et al., 2008). This strategic mistake could
have an even more fatal impact on the organisation and organisational effectiveness in a
country like Iran which has a distinctive national culture, values and expectations.
In order to test this hypothesis, as mentioned before a series of correlations and regression
analysis were conducted, which focused on the association between dimensions of
organisational culture, leadership style and organisational effectiveness. The results of these
analyses provided support for the view that there is a relationship between organisational
culture, leadership style and organisational effectiveness. Additionally to test the mediation
266
impact of leadership style, a series of multi-regression analyses were conducted (Baron and
Kenny, 1985). Regression analysis, which included 4 steps, also provided some support for
this hypothesis apart from the case of adhocracy culture. The findings of this research
indicate support for the proposed hypothesis, that leadership style mediates the relationship
between organisational culture and organisational effectiveness. Of the four types of
organisational culture only adhocracy culture shows that it has not been mediated by
leadership style in its relationship with organisational effectiveness. This means that there are
three of the culture types which do show this mediation and therefore it can be said that
leadership style does mediate the relationship between organisational culture in general and
In the case of Iranian organisations managers are not just a mediator between the organisation
and employees or their job is not just to make sure organisational goals are achieved, they are
also view as a role model, older brother or head of the family who also needs to make sure
employees’ welfare is considered. In the view of Iranian employees, managers should make a
balance between organisational goals and employee satisfaction, professional development
and achievement. This might be among many other reasons that studies on leadership style in
Iran identify the preference of Iranian employees for the transformational leadership style
compared to transactional and passive styles (Aslankhani, 1999; Bikmoradi, et al., 2010;
Tojari, et al., 2011).
Based on this analysis it can be concluded that leadership style in general acts as a partial
mediator between the relationship of organisational culture and organisational effectiveness.
The partial mediating impact of leadership style on the culture-effectiveness relationship was
expected from previous studies and organisational culture has also a major direct impact on
6.4.6 Moderating Impact of National Culture on Organisational Culture and

Leadership Style Relationship
The next three hypotheses were designed to explore the moderating impact of national culture
and organisational size on the culture-effectiveness relationship. The first sets of hypotheses
from this range are based on the moderating impact of national culture on the relationship
between organisational culture and leadership style
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H4: The relationship between OC and LS is moderated by NC dimensions (PD, UA, MS,
IDV)
H4.1: The relationship between Clan Culture and LS is moderated by NC dimensions
(PD, UA, MS, IDV)
H4.2: The relationship between Adhocracy Culture and LS is moderated by NC
dimensions (PD, UA, MS, IDV)
H4.3: The relationship between Market Culture and LS is moderated by NC dimensions
(PD, UA, MS, IDV)
H4.4: The relationship between Hierarchy Culture and LS is moderated by NC
dimensions (PD, UA, MS, IDV)
Table 6.2 shows a comparison of the national culture dimension scores of Hofstede in 1980
and this study. This study uses s 7 likert scale score to measure national culture dimensions
and in order to be able to compare with Hofstede’s scores the researcher created a table that
would translate the 7 likert scale to Hofstede’s VCM model (Appendix E).
Table 6.2: National Culture Dimensions’ Score
country PDI IDV MAS UAI LTO

Hofstede 58 41 43 59 (36)*
Current Study 41 65 50 75 *
Some very interesting results from this study compared to Hofstede’s findings of around 30
years ago were detected. Regarding the power distance score (PD), Hofstede’s finding was
around 58 compared to new scores from this study (2.90/7= 41) which indicates that there has
been a decrease on this index since thirty years ago. With regard to individualism versus
collectivism (IDV) the total mean of the items was 4.6/7 which suggests that the respondents
in this study were more inclined towards individualism rather than collectivism. The IDV
score in Hofstede’s findings was around 41 which indicated that Iranians were more inclined
toward collectivistic society compared with the new score from this study (4.6/7=65).
Therefore, this result indicates that there is a dramatic change in Iranian society from a
collectivistic society toward an individualistic society. The findings of this study are
consistent with the previous studies of Tayeb (1979) and Javaidan and Dastmalchian (2003)
268
which argue that Iranian culture should be better viewed as ‘individualistic’ rather than
‘collectivistic’.
The overall mean of the uncertainty avoidance (UAI) is 5.25/7, which in fact suggests that
there is a moderately high score on uncertainty avoidance in this study. According to
Hofstede’s findings, Iran scores on UAI was around 59 compared to new scores (5.25/7= 75)
which indicates that there has been a considerably large increase on this index since the
original study in 1980. The high uncertainty avoidance score of this study is consistent with
previous studies (Javidan and Dastmalchia, 2003; Nazemi, 2003) that argued that Iranian trust
of rules and regulations has improved in the last 15 years. The main characteristic of
countries which score high on this dimension is to have law abiding citizens who in order to
avoid uncertainty create rules and regulations.
Finally, the overall mean for masculinity versus femininity is 3.5/7 suggests that both
feminine and masculine culture have equal emphasis in this study. Hofstede’s findings
suggested that Iran was inclined toward feminine culture, 43 compared with new score from
this study (3.5/7=50). According to Hofstede and Hofstede (2005), age and gender are factors
associated with the nature of MAS culture. In order to have a better view of national culture
change in Iran the researcher has provided a comprehensive discussion on this subject based
on previous studies and investigations of Iranian culture, however, as the discussion on this
topic was out of the scope of this study, a full version of this discussion is presented in
Appendix F.
The findings of this study clearly indicate that national culture in general has a major impact
on the relationship between organisational culture and leadership, although the results show
no significant impact of national culture on the relationship between adhocracy culture and
leadership style. The insignificant results of adhocracy culture could be due to other factors
that have already been mentioned in previous sections. However, in general it can be deduced
that the national culture of employees and managers has an influence on implementing or
changing organisational culture as well as on choosing the type of leadership style. Therefore,
the results of this study are consistent with a number of previous studies which have focused
on the association between dimensions of national culture and organisational culture
(Dastmalchian, et al., 2003; Hofstede, 2007; Hofstede, et al., 2010; Minkove and Hofstede,
2012) or the relationship between national culture and leadership style (House, et al., 2002;
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Lok and Crawford, 2004; Javidan, et al., 2006). Previous researchers in the field have
suggested that organisational cultures are commonly derived from national culture,
(Dastmalchian, et al., 2003; Hofstede, 2007; Hofstede et al., 2010; Ferrell, et al., 2012;
Minkov and Hofstede, 2012). Some researchers have emphasized the distinction between
national and organisational culture (Ferrell, et al., 2012). Gillis and Nicholson (2011) further
discuss the interrelationship between organisational culture and national culture. They state
that the leadership and control functions impose a corporation’s particular brand of corporate
culture through the filter of the local national culture. This suggests that multinational
organisations should consider the national values and customs that may constrain their
practices in their various corporate locations.
Gillis and Nicholson (2011) suggest that organisations typically reflect the national culture of
their country of origin, and further suggest that corporations which do business outside their
home country that are successful have learned to adapt their approaches to these new areas.
Other researchers have stated an analogy between organisational culture and national or
ethnic cultures (Kitayama and Cohen, 2007). It has been stated that both organisational as
well as national cultures incorporate shared beliefs, values, and norms relating to a specific
social system, whether a business organisation or society. One perspective which can be
applied here would be to consider organisations being nested within nations, and with
organisational cultures being influenced by the larger national culture in which the
organisations operate (Kitayama and Cohen, 2007).
It has also been suggested that a comparison of national and organisational cultures reveals
the fact that the same concepts and dimensions have been used to describe both
organisational and national cultures (Kitayama and Cohen, 2007). It has also been suggested
that the relationship between organisational and national cultures may be used to predict
leadership style and organisational performance. Specifically, it has been suggested that
organisations which have a high degree of correspondence between their organisational
culture and the overarching national culture may be more successful or looked upon more
favourably by the public as well as by shareholders (Kitayama and Cohen, 2007).
Additionally, Marković (2012) suggests that with regard to national culture, different
nationalities can perform better within different organisational cultures.
270
Although, as mentioned there are many studies that investigate national culture and its impact
on different factors such as organisational culture or leadership style, what is predominant in
most of the studies of the culture-effectiveness concept is to take national culture for granted.
This study intends to investigate the moderating impact of national culture on the relationship
between organisational culture and leadership style and its impact on choosing an appropriate
organisational culture and leadership style which constantly has an impact on organisational
effectiveness. In other words, it is an indirect objective of this study to explore the impact of
national culture on organisational effectiveness, which to the best of the researcher’s
knowledge, somehow has lacked of scholars’ attention.
In order to test this hypothesis, a series of correlation coefficients were utilized in order to
determine whether significant associations exist between dimensions of national culture,
organisational culture and leadership style. In order to test the moderating effect of national
culture dimensions on the culture-leadership relationship, all dimensions of national culture
and organisational culture were standardised using SPSS 18. Then a series multi- regression
analyses based on standardised items was conducted. A number of these dimensions were
found to have significant moderation impact on the culture-leadership style relationship,
which provided some support for this hypothesis. Therefore, based on these findings it can be
concluded that national culture can be considered as a significant moderator of the
relationship between organisational culture and leadership style. It can also be concluded that
as organisational culture and leadership style have major impact on organisational
effectiveness and national culture acts as a moderator on culture-leadership style relationship,
therefore, national culture also has an impact, or, more accurately, an indirect impact, on
organisational effectiveness and achieving a higher level of effectiveness.
6.4.7 Moderating Impact of Organisational Size on the Organisational Culture and

Leadership Style Relationship
The fifth hypothesis was design to investigate the moderating impact of organisational size
on the relationship between organisational culture and leadership style
H5: The relationship between OC and LS is moderated by OS

H5.1: The relationship between Clan Culture and LS is moderated by OS
H5.2: The relationship between Adhocracy Culture and LS is moderated by OS
H5.3: The relationship between Market Culture and LS is moderated by OS
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H5.4: The relationship between Hierarchy Culture and LS is moderated by OS
Findings indicate that in general organisational size has a major impact on the relationship
between organisational culture and leadership style. The results show the significant impact
of organisational size on the relationship between all four organisational culture types with
leadership style. Cameron and Quinn (2011) explain the impact of changes in size on
organisations in implementing new organisational culture or changing the existing one by
arguing that these changes in culture are apparent when organisations move on in their life
cycle. For instance, they argue for the domination of clan culture and adhocracy culture at the
beginning and growth stages of the life cycle of any organisation and this suggestion can be
compared with data collected for this study from small organisations where almost all of
them were fairly newly established and are dominated by clan culture. They further argue that
as organisations move from the growth to the maturity stage their organisational culture tends
toward more stability (market or hierarchy culture), and again our data shows medium and
large size organisations in this study are dominated by market and hierarchy culture.
Furthermore, a number of previous studies have been conducted focusing on the issue of clan
culture and adhocracy culture. The primary focus within clan culture is on the involvement
and participation of members of the organisation as well as rapidly changing expectations
while the primary focus in adhocracy culture is creativity and innovation (Daft, 2009). Clan
culture has been described as a setting which is both engaging and friendly, and in which
people share much of their personal selves whereas adhocracy culture emphasises flexibility
and readiness as well as growth and resource acquisition (O'Connor and Netting, 2009;
Cameron and Quinn, 2011). The organisational patterns and communications present in an
organisation in which clan culture is dominant have been described as similar to that of an
extended family. On the other hand, organisations that are dominated by adhocracy culture
are dynamic and entrepreneurial, leaders are risk takers and organisation systems are based
on reward and individual initiative. Leaders within such organisations are viewed primarily
as members of the group, while simultaneously being viewed as mentors or parent figures
whereas in adhocracy culture leaders are expected to be risk takers and prioritise tasks.
Organisations with dominant clan or adhocracy culture are held together by tradition and
loyalty (Iweka, 2007), while employees are generally quite committed to the organisation as
well as to other members of the organisation (O'Connor and Netting, 2009), whereas, the glue
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that holds the organisation together in adhocracy culture is innovation and openness to
change (Cameron and Quinn, 2011). The long-term benefits of the development of human
resources are highlighted and cohesion and morale are considered to be very important within
these organisations. Furthermore, success is defined "in terms of sensitivity to customers and
concern for people inside and outside the organisation" (O'Connor and Netting, 2009, p. 60).
Teamwork, participation, and consensus are viewed as essential elements within these
organisations, with flexibility and concern for other individuals being highlighted (O'Connor
and Netting, 2009). It has been stated that organisations in which clan culture is dominant
may be expected to be more internally focused and hence not as good performers as other
organisations based upon external measures of success (Mannion, et al., 2008). Previous
research has found organisations in which clan culture is dominant generally to be smaller,
more resistant to mergers, more highly specialized, and more concerned with staff morale and
with treating individuals with dignity and respect (Mannion, et al, 2008).
On other hand, change, development and being creative and innovative are considered to be
very important within those organisations that are dominated by adhocracy culture (Cameron
and Quinn, 2011). Being a risk taker, dynamic and entrepreneurial are highlighted in
adhocracy culture and could be argued to be its most important elements (Cameron and
Quinn, 2011). It has been stated that organisations in which adhocracy culture is dominant
may be expected to be more externally focused and hence appeal to external measures of
success (Cameron and Quinn, 2011). Previous research has found organisations in which
adhocracy culture is dominant to be found across the range from small to large size
organisations, to be very open in nature, to be more highly specialized, and to be more
concerned with customer satisfaction and external competition (Cameron and Quinn, 2011).
A number of previous studies have focused on hierarchy culture. Hierarchy culture focuses
upon rules, policies, procedures, and order (Crandall and Crandall, 2008). Organisations
whose dominant culture type is hierarchy culture are dominant in stability, order, and control,
and also have an internal focus (Cameron and Quinn, 2011). These organisations have a
much formalized structure, with a firm set of rules in place providing instructions on
employees' work and behaviour. The primary focus within these organisations is to provide
stability and order (Cameron and Quinn, 2011). Organisations which concentrate upon
hierarchy culture are internally focused, having the goal of making operations predictable and
to maintain smoothly running business operations. This type of culture does best in slow-
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changing environments, which result in the fact that businesses which focus upon hierarchy
culture tend to focus less on innovation. Additionally, individuals who perform best in this
type of culture tend to prefer order, efficiency, and predictability (Crandall and Crandall,
2008). Companies which are mainly characterized by hierarchy culture can commonly
develop elaborate processes and systems in order to process information, while these
companies are also prone to homogeneity (Yeung, et al., 1999). Therefore, an organisation
focusing on hierarchy culture can be a very formalized and structured place of employment,
where employee actions are strongly monitored through procedures and protocols (O'Connor
and Netting, 2009). The focus among leaders in these organisations is on being good
coordinators and organizers who perform well with regard to the maintenance of an
organisation, with formal rules and policies structuring the organisation itself. Within these
organisations, success is defined as "dependable delivery, seamless scheduling, and efficient
costs” (O'Connor and Netting, 2009, p. 60). Managers work to create a work environment in
which employees feel secure and in which things are predictable (O'Connor and Netting,
2009). Furthermore, previous literature suggested that organisations which rely upon
hierarchy culture tend to be larger as they are more likely to be vertically integrated
(Mayfield, 2008).
With respect to this hypothesis, market culture again relates to an external focus with the
primary interest of stability being present (Cameron and Freeman, 1991). This type of
organisation focuses upon results (Cameron and Freeman, 1991) such as competitiveness and
profit (Koigi, 2011) with these organisations seeing themselves as being dictated to by the
market and as providing whatever the market requires. The general characterization of this
type of organisation is that they have an external focus, and can primarily be characterized by
control rather than with flexibility (Reiman and Oedewald, 2004). Aggressive strategies are
used by organisations focusing upon market culture in order to maximize productivity and
profitability of the firm. Overall, it has been found that an entrepreneurial, market, and
strategic management orientation is significantly associated with increased organisational
performance (Koigi, 2011).
With regard to previous literature in this area, market culture, overall, focuses on competitive
measures, including external positioning and differentiation. The market culture tends to be
associated with better business performance, with employees of this type of organisation
focusing more externally on business as compared with internal processes and procedures
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(Mayfield, 2008). Within a market culture, success is defined through an evaluation of
financial concerns. The focus within this type of organisation is on "increasing market share,
productivity, and profits to improve their organisations’ position" (Mayfield, 2008, p. 32).
Initiative and diversity are focused upon within this type of culture (Rosa, 2006). A major
goal is competitive advantage, with an organisation's primary objectives including
"profitability, bottom-line results, strong market niches…and secure customer bases"
(Mayfield, 2008, p.32). Internal factors are not highlighted, with employees having
unsatisfactory performance being replaced. Leadership attributes within these organisations
include competitiveness, productivity, and an emphasis on being successful. Market share
and penetration are highlighted as measures of success (Mayfield, 2008). Previous research
has also identified market culture to significantly influence the degree of an organisation's
market orientation, which is present across national boundaries (Iweka, 2007).
To test this hypothesis, a series of multi regressions were utilized in order to test the
moderational effect of organisational size on the organisational culture and leadership style
relationship. All dimensions of organisational culture as well as organisation size were
standardised using SPSS 18. Then series multi- regression analysis based on standardised
items was conducted. Organisational size shows significant moderation impact on the
relationship of all organisational culture types with leadership style, which provided support
for this hypothesis. Therefore, based on these findings it can be concluded that organisational
size can be considered as a significant moderation of the relationship between organisational
culture and leadership style.
It can also be deduced from the results that organisational size could have major impact on
establishing appropriate organisational culture as well as choosing appropriate leadership
style and consequently the relationship between these two constructs with organisational
effectiveness. In other words, managers should bear in mind the organisational size as a
major factor when planning to manage organisational changes including cultural change,
structural changes, or leadership style changes.
6.4.8 Moderating Impact of Organisational Size on the Relationship of Leadership Style

Finally the last hypothesis was designed to explore the moderating impact of organisational
size on the relationship between leadership style and organisational effectiveness.
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H6: The relationship between leadership style and organisational effectiveness is moderated
by organisational size
As mentioned before there are several previous studies which have been conducted that show
the relationship between leadership style and organisational effectiveness and impact of
organisational size on organisational performance or effectiveness (Lok and Crawford, 2004;
Xenikou and Simosi, 2006; Aida and Vadi, 2007; de Poel, et al., 2012). The findings of this
study do not provide support for this hypotheses, although there is some support in the
literature on the impact of organisational size on organisational effectiveness. The reason for
the insignificant result for this hypothesis, as mentioned before, could be the fact that the
impact of organisational size on the relationship between organisational culture and
leadership style has already been examined and support found for the relationship. Therefore,
if organisational culture and leadership style are among those factors that have major impact
on organisational effectiveness and organisational size show significant impact on these
constructs, it could be deduced that consequently organisational size has an impact on the
relationship of organisational culture and leadership style with organisational effectiveness.
However, it is possible that there was no need for showing the impact of organisational size
on the relationship between leadership style and organisational effectiveness as it has already
shown its impact in the previous relationship and therefore, it could be deleted.
Nonetheless, it is important to mention that although this hypothesis was rejected because of
the data, the general argument that organisational size has a major impact on the culture-
effectiveness relationship remains intact and is consistent with previous studies. The data
show that there is a significant relationship between leadership style and organisational
effectiveness which is also consistent with previous studies in this field. For example, a study
conducted by Wang, et al. (2010) focused upon the association between leadership style and
organisational effectiveness, finding a significant link between these two measures. They
found that charismatic, transformational and visionary leadership styles were positively
associated with organisational effectiveness. The results of the analyses conducted also found
that interaction between leadership style and human resource management strategy
contributes significantly to higher organisational effectiveness (Wang, et al., 2010).
Furthermore, another focused upon the influence of organisational size on organisational

culture, employees’ morale and consequently on organisational effectiveness. Within this
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study, it was found that the organisational culture of small firms were more positive and
management more consultative which created higher employee morale and consequently
higher organisational effectiveness compared to the large firms investigated (Connell, 2001).
Another study focused also on the impact of organisational size on the leadership style and
organisational innovation. Their findings indicate that organisational size significantly
moderates the relationship between transformational leadership style and organisational
innovation, which may help organisations to improve organisational effectiveness (Khan, et
al., 2009).
To test this hypothesis, a series of multi-regression analyses were conducted between

leadership style, organisational size and organisational effectiveness. The results of these
analyses provided no support for this hypothesis. Therefore, it could be argued that the results
of this study do not show that organisational size moderates the relationship between
leadership style and organisational effectiveness, however, as mentioned the general
argument for the impact of size on culture-effectiveness remained true and the results show
support for that.
However, the prime reason for finding no significant relationship for this hypothesis could be
rooted in the fifth hypothesis which shows that organisational size significantly moderates the
relationship between organisational culture and leadership style. In the conceptual framework
proposed for this study it was the researcher’s intention to show the importance of
organisational size and its strong influence on the relationship between organisational culture,
leadership style and organisational effectiveness. Generally speaking, the results indicate that
organisational size has a major impact on the relationship between organisational culture,
leaderships style and organisational effectiveness and possibly from the beginning there was
no need to show the moderating effect of size twice in the same conceptual framework.
6.5 Culture-Effectiveness Model

In the previous section the author provided a summary of the research hypotheses as well as
relating the hypotheses to the conceptual framework proposed in Chapter three. In this
section the author intends to summarise the above discussion and reflect on the proposed
framework.
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Figure 6.1: the full model of the culture-effectiveness relationship
β=.471 Clan
β=.179 Size
β=−.004 Adhocracy
β= .776, β= .634, β= .462, β= .744
β= −.031
β=−.001
Organisational
Leadership β=.550
β=.374 Market β=.320 Effectiveness
Style
β= .24
β=.423 β=.377, β=−.026, β= .491, β= .732

Hierarchy
Moderator factors
PDI UAI IDV MSI
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Figure 6.1 illustrates the validated model of culture-effectiveness that was proposed in
Chapter 3 (Figure 3.2). Figure 6.1 shows that the paths from different organisational culture
types to leadership style are significant apart from adhocracy culture. Furthermore, in order to
have a better understanding of the relationship between organisational culture and leadership
style all four organisational culture types have been transformed into one variable called OC
with internal reliability of α= .678 (this was not hypothesised and therefore it was not part of
the analysis shown in Chapter 5) and the result shows that the path from organisational
culture (overall of all 4 cultures) to leadership is also significant (R2 =.288, Adj R2 =.286,
F=142.092***, β= .537, t= 11.920***). Therefore, it may be deduced from the results that as
the organisational culture shows significant relationship with leadership style, there is a
strong possibility that the non-significance of adhocracy culture would be as the result of
other reasons some of which have been mentioned before such as external factors. Also the
path from leadership style to organisational effectiveness is significant. Finally, both
organisational culture and leadership style are significant determinants of organisational
effectiveness
The results of the data analysis and hypotheses testing show that organisational culture in
general, and in particular clan, market and hierarchy cultures, have a strong effect on
leadership style which in turn has a significant effect on organisational effectiveness. The
results confirm that leadership style plays a mediating role to partially mediate the
relationship between clan, market and hierarchy culture and organisational effectiveness. It
implies that leaders, in order to achieve higher organisational effectiveness, should adopt a
leadership style which is aligned with the dominant organisational culture. Furthermore, this
study does not intend to deny the previous studies that claim organisational culture mediates
the relationship between leadership style and organisational effectiveness (Ogbonna and
Harris, 2000; Xenikou and Simosi, 2006; Tojari, et al., 2011) but to show an alternative view
of the culture-effectiveness relationship.
Furthermore, the results confirm that national culture and organisational size play moderating
roles in the relationship between organisational culture types and leadership style. However,
the results show no support for the hypothesis that claims that organisational size plays a
moderating role in the relationship between leadership style and organisational effectiveness.
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6.6 Conclusions
In conclusion, this chapter provides discussion related to the data analysis in the previous
chapter. All hypotheses proposed for this study have been discussed in the light of the
previous literature in the field. Independent variables in this study show significant
relationship with leadership style and organisational effectiveness apart from adhocracy
culture. The results of data analysis and hypotheses testing show that, although adhocracy
culture shows insignificant relationship, generally organisational culture has a strong effect
on leadership style and leadership style in turn has a significant impact on organisational
effectiveness. Furthermore, the results also confirm that leadership style plays a meditation
role, but only partially, in the culture-effectiveness relationship. In brief, it could be deduced
that although there is no doubt about the direct impact of organisational culture on
organisational effectiveness, it is also equally important to bear in mind the impact of the
leadership style chosen by managers on organisational effectiveness. Furthermore, as
leadership style is affected by organisational culture and leadership also has a major impact
on organisational effectiveness, managers and practitioners should also study the indirect
impact of organisational culture on organisational effectiveness through leadership style in
order to achieve higher organisational effectiveness.
Furthermore, what this study uncovers is the lack of empirical work on the impact of national
culture and organisational size on organisational effectiveness. Unfortunately, in the previous
studies of the culture-effectiveness relationship national culture is mostly taken for granted
and is not explicitly studied while this study has tried to use national culture as a moderating
variable in investigating the impact of national culture on organisational culture and
leadership, and consequently on organisational effectiveness, for private sector organisations.
On the other hand, as mentioned before the researcher also found that there is lack of studies
of the impact of organisational size on choosing organisational culture, or chosen leadership
style, which indirectly has an impact on organisational effectiveness. Therefore, this study
investigates the moderating impact of national culture and organisational size on the culture-
effectiveness relationship and the findings provide support for the hypotheses of the
moderating role of national culture and organisational size in the relationship between
organisational culture type and leadership style. However, the results show no support for the
moderational role of organisational size in the relationship between leadership style and
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organisational effectiveness and the question why size does not influence the relationship
between leadership style and organisational effectiveness needs further investigation.
Overall, it could be concluded that the effect of organisational culture on organisational

effectiveness, in order to achieve higher organisational effectiveness, is dependent upon the
leadership style adopted by managers as well as the national culture of employees and the
size of organisations we are operating in. In the next chapter the author will discuss the
implications for theory and practice from these results as well as the limitations of this study.
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Chapter Seven
Conclusions, Contributions and Limitations

7.1 Introduction
The previous chapter focused on providing a summary of all research questions and analyses
conducted as they related to the research questions included in this study. The primary
objective of this study is to provide an extended model of the culture-effectiveness
relationship that is affected by the meditating impact of leadership style on the one hand and
the moderating impact of national culture and organisational size on the other. To achieve
this objective, questions for this research were: Does organisational culture affect
organisational effectiveness in private sector organisations? Is there any relationship between
organisational culture types and leadership style? How does organisational culture influence
Organisational Effectiveness through Leadership Style and does Leadership Style mediate the
culture-effectiveness relationship? How is the culture-effectiveness relationship influenced by
the moderating impact of National Culture dimensions and Organisational Size?
This study applied a positivist methodology by using a survey questionnaire to obtain data to
test its hypotheses. The questionnaire was distributed among 1000 employees in management
levels in 40 private sector organisations in Iran. The survey questionnaire was administered
personally or posted to organisations with a stamped return envelope accompanied by a
supporting letter to fully explain the aims and objectives of this study. For the purpose of this
study SPSS 18.0 software was used to analyse the hypotheses relationships.
In order to achieve the aim of this study, the researcher conducts a structured literature review
in Chapter 2 and then constructs a conceptual framework in Chapter 3. In Chapter 4 the
researcher proposes a methodology for this study based on the positivist paradigm and
subsequently, in Chapter 5, all the analyses related to the proposed model and hypotheses are
presented. Chapter 6 presents a discussion in the light of the research aim, objectives and
findings of the research. Finally, in the last chapter the researcher presents a summary of the
research alongside the implications and contributions of the research based on the theoretical,
methodological and practical perspectives. Furthermore, this chapter also presents the
limitations of this study with suggested future research directions.
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7.2 Implications and Contributions
There might be several different perspectives on the implications or contributions but
generally implications and contributions could be divided into three perspectives: theoretical,
managerial and practical, and methodological implications. Overall the findings of this study
could have several theoretical impactions on modelling culture-effectiveness and its
relationship with leadership style, national culture and organisational size.
7.2.1 Theoretical Implication and Contribution
The main objective of this study is to develop a conceptual framework that shows, on the one
hand, factors which mediate the culture-effectiveness relationship (leadership style), and, on
the other hand, how this relationship is moderated by national culture and organisational size.
In order to achieve these study objectives and build the theoretical background, the researcher
conducted a systematic literature review which is presented in Chapter 2. In this literature
review the researcher critically reviewed those most influential theories and approaches
related to the culture-effectiveness relationship and related concepts. Furthermore, both
national culture and leadership style based on individual differences was explored.
From the literature review and the synthesis the researcher concluded that the most useful
approach to studying the culture-effectiveness relationship would be CVF which is based on
the multiple constituency perspective. CVF has been used in many different studies in
organisational research including the organisational culture-performance relationship, the
organisational culture-strategy relationship, the organisational culture and resource
acquisition relationship and, more importantly, the organisational culture and organisational
effectiveness relationship, and many more. However, most of the studies which explore the
culture–effectiveness relationship study the direct relationship between organisational culture
and organisational effectiveness and there was a need to examine additional variables such as
mediators and moderators in this relationship.
While varying levels of support were found with regard to each of these six hypotheses, the
results of the analyses conducted, which included correlations and regression analyses, did
provide support for these hypotheses apart from the last hypothesis. Overall, the results
indicated that a positive relationship exists between organisational culture and leadership
style, between leadership style and organisational effectiveness and between organisational
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culture and organisational effectiveness. Furthermore, leadership style plays a role of partial
mediator in the culture-effectiveness relationship. Furthermore, with regard to the association
between organisational culture and leadership style, this was found to be moderated by size
and national culture. However, with regard to the association found between leadership style
and organisational effectiveness, this was not found to be moderated by size.
The results of these analyses not only demonstrate a number of positive relationships between
organisational culture, leadership style, national culture, organisational size and
organisational effectiveness, but also the fact that leadership style serves as a partial mediator
and national culture and organisational size serve to strongly moderate these relationships.
This would suggest that leadership style, national culture and organisational size are
extremely relevant to the association found between organisational culture and organisational
effectiveness. Therefore, this study provides new findings which are extremely relevant to
this area of research.
 Integration of a mediator and moderators into culture-effectiveness relationship
The comprehensive model developed for this study makes a contribution to the literature by
grounding the impact of other factors such as leadership style (mediator), national culture and
organisational size (moderators) in the culture-effectiveness relationship and then applying it
to a new context. Contrary to the existing literatures that mostly investigate the direct impact
of organisational culture on organisational effectiveness, this study presents the indirect
impact of organisational culture on organisational effectiveness. Although, this study by no
means intends to deny the culture-effectiveness relationship, the extended model was
designed to identify the other influential variables suggested in the literature that have an
impact on the culture-effectiveness relationship. In doing so, the culture-effectiveness
relationship based on CVF was extended by integrating various lines of research: culture-
leadership style, leadership style-effectiveness, and national culture theory of Hofstede as
theoretical backdrop. The extended model explained a partial mediation of leadership style
and moderating impact of national culture and organisational size in the culture-effectiveness
relationship which shows that merely changing the organisational culture may not be
sufficient on improving organisational effectiveness if an individual’s culture, the
organisational size and style of leadership were ignored. Therefore, the theoretical
implication and contribution of this study is based on an attempt to produce a conceptual
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framework that integrates leadership style, national culture and organisational size into the
culture-effectiveness relationship.
Although there are many studies that investigate the relationship between organisational
culture, leadership style and organisational effectiveness, almost all tend to focus on the
impact of leaders and managers on creating organisational culture, or the relationship
between leadership style and organisational effectiveness or, in some cases, the mediating
impact of organisational culture on the leadership style and organisational effectiveness
relationship (Ogbonna and Harris, 2000; Parry and Proctor-Thomson, 2003; Xenikou and
Simosi, 2006; Tojari, et al., 2011). It is worth mentioning that this study does not intend to
deny the impact of leaders and leadership style on the implementation of organisational
culture, in fact, it promotes this relationship. Nonetheless the findings of this study confirm
that this relationship works in both directions. Therefore, this study strongly supports the
proposition that leadership style could be influenced by organisational culture and, therefore,
that leadership style plays an important mediating role in the culture-effectiveness
relationship.
The suggestion that organisational culture types and leadership style influences organisational
effectiveness (R2=0.32, R2= 0.30) reported in this study is consistent with the findings of
previous studies (Xenikou and Simosi, 2006; Gregory, et al., 2009; de Poel, et al., 2012).
Furthermore, one of the main theoretical contributions of this study is that it confirms that
leadership style plays a partial mediating role between organisational culture and
organisational effectiveness. Moreover, the other major theoretical contribution of this study
is that this study confirms the moderating impact of national culture and organisational size
on the relationships between organisational culture, leadership style and organisational
effectiveness. As mentioned before, there are very few empirical studies that clearly look at
the moderating impact of organisational size on the culture-effectiveness relationship. In fact,
it can be claimed that it is the first time that an attempt has been made to study the
moderation impact of organisational size on the relationship between organisational culture,
leadership and organisational effectiveness.
7.2.2 Managerial and Practical Implications
The findings of this study provide meaningful insights for managers of private sector
organisations for achieving higher organisational effectiveness. These insights can be used
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generally by any organisation as a guideline; or they can be specifically applied to the
culture-effectiveness relationship in the private sector in a developing country.
With regard to general implications for managers, the primary questions proposed by this
study were: How does organisational culture influence organisational effectiveness through
leadership style and whether leadership style mediates the culture-effectiveness relationship?
And, how is the culture-effectiveness relationship influenced by the moderating impact of
national culture dimensions and organisational size? The answer obtained from the result of
this study was that organisational culture definitely influences organisational effectiveness;
nonetheless this relationship is mediated by leadership style. Therefore, in order to achieve
higher organisational effectiveness it is very important for organisations that managers should
adopt an organisational culture and leadership style that are, firstly, consistent with each other
and, secondly, consistent with the national culture of the employees as well as the size of the
organisation.
The findings of this study also show that although organisational culture plays an important
role in achieving high organisational effectiveness, as leadership style is also being
influenced by organisational culture and also leadership style influences organisational
effectiveness, it could be argued that organisational culture influences organisational
effectiveness through leadership style. Thus as mentioned before, in order to achieve higher
organisational effectiveness managers should consider both organisational culture and
leadership style that are consistent with each other and help to enhance effectiveness.
Additionally, it is observed that the relationship between organisational culture, leadership

style and organisational effectiveness is influenced by national culture and organisational
size. Therefore, these findings are very important for firms that are going through changes.
During their life cycle, organisations inevitably need to go through changes including
structural, cultural and managerial. It is important for managers to understand the
organisational culture and leadership style relationship in two ways because both have a big
impact on organisational effectiveness and they cannot be separated from each other since
organisational culture influences leadership style and vice versa. Organisational factors such
as flexibility/stability, focus on internal/external, or two way effective communications have
crucial impact on the success of any organisation which shows how organisational culture
and leadership style are related and should be managed. Furthermore, it is also crucial to keep
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in mind that the culture-leadership style relationship is also influenced by national culture and
the size of the organisation. Therefore, management needs to consider the importance of
cultural dimensions and cultural differences that exist among employees which cannot be
considered the same or similar for every individual even within the same country. Over all, in
order to achieve higher organisational effectiveness to create meaningful and successful
changes, managers should be mindful of the relationship and alignment between
organisational culture and leadership style as well as the influence which the national culture
of employees and size have on this relationship.
Furthermore, following the general implications of this study it could also be argued that its
findings can have practical implications for the management of private sector organisations in
developing countries. In order to be more competitive, private sector organisations need to
improve organisational effectiveness and, to achieve that, they need to implement changes
including structural and cultural changes. This study can provide a guide for managers to
achieve higher organisational effectiveness.
7.2.3 Methodological Contribution
The methodological contribution of this study is based on the fact that, firstly, this study is
one of the few studies to examine the mediating impact of leadership style and the
moderational impact of national culture and size on the culture-effectiveness relationship
outside of the western cultural set and, specifically, in the Middle East. Secondly, the
examination of previous studies which use the well-established model of the culture-
effectiveness relationship in the context of Iran have been developed mostly for Europe and
North American which are culturally different (Namzi, 2003; Javidan and Dastmalchian,
2003). This study has filled this gap in organisational studies by investigating the predictor
variables that influence the culture-effectiveness relationship in the private sector which it
might be useful to generalise.
This study uses rigorous statistical analysis to check the reliability and validity of the
measurement items before incorporating them into this study. According to the findings, all
the scales which have been used appear valid and reliable in their general content but, of
course, the numbers of purified items used in this study are not the same as the original scales
which were used in other countries. Although some items were deleted, mostly from the
organisational effectiveness part, the constructs showed a high degree of convergent and
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discriminant validity, reliability and, most importantly, satisfied the fit indices along with
more than half of the relations found to be statistically significant. Therefore, it could be
argued that this study contributes to the literature by examining constructs of well-established
models in the context of private sector organisations in a developing country.
7.3 Limitations
While this study served to advance the literature with regard to organisational culture,
national culture, leadership style and organisational effectiveness within the country of Iran, a
number of limitations were present in this study. The current study was conducted on
employees who were working in a variety of private sector organisations within Iran, with
respondents derived from multiple levels of these organisations’ management, including
supervisors, junior managers, senior managers, and CEOs. As the majority of private
organisations in Iran are located in large cities, the population included in this study consisted
of small, medium, and large organisations in major cities, including Tehran, Mashhad,
Kerman, Shiraz, Tabriz and Esfahan. In total, 150 organisations were selected from a variety
of sectors and sizes in the Iranian private sector for participation in this study. In total, 45
organisations out of these 150 agreed to participation in the study.
While the population and sample selected and used in this study does serve to focus very
specifically on private sector organisations operating in Iran and despite the relatively large
sample size of this research, it also leads to a limitation of the study. Specifically, this study
utilized a convenience sample, which is a sample based on convenience to the researcher as
opposed to a random or stratified random sample. When a non-random sample is used, as it
was in this case, it is more difficult to generalise the results to a larger population. This means
that any results obtained from the quantitative analysis in this study, would be more difficult
than random sampling to generalize to a larger population. Therefore, this serves to limit the
external validity of the study, as the extent to which these results can be applied to other
organisations outside Iran is unknown.
Secondly, this study utilized a survey questionnaire which could include common method
bias which has occurred in other studies using the same method (Balu, 1985). Using the
questionnaire method may be problematic in relating to data obtained from a single source for
causal prediction based on the survey. Also, this study used a questionnaire which was
administered to respondents at a single point in time. This type of data allows for quantitative
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analysis; however, it is impossible to determine causality when only using cross-sectional
data. With regard to the hypotheses included in this study, associations can be determined
between organisational culture, leadership style and organisational effectiveness, along with
the measures of other factors such as size or national culture, though it is impossible to
determine whether any causal relationships exist between these measures. The determination
of causal relationships would require panel data, which is data collected on a single sample at
multiple time points. This type of data would allow for analyses such as panel data regression
and causal modelling to be conducted, which would allow for the determination of causality
between measures. Thirdly, this study gathered data only from private sector organisations in
Iran which limits the generalizability of the research findings. At this stage it is also not clear
whether the same result would be achieved in other countries with different cultures and
whether our findings could be generalised to other populations with different cultures.
Possibly future studies could remedy this limitation by conducting cross-cultural studies on
this topic.
7.4 Future Research

The limitations present in this study provide suggestions for future research. Firstly, in the
previous section, the fact that the study used a convenience sample as opposed to a random or
stratified random sample was discussed, with this issue limiting the generalizability of the
results obtained and the external validity of the study. Future studies could potentially aim to
achieve a random/stratified random sample of organisations or respondents in order to allow
for the ability to generalize any results obtained to a larger population.
Secondly, the previous section also discusses the fact that cross-sectional data was used in
this study, which does not allow for issues of causality to be determined. The collection of
panel data, which would require administering a survey to one set of respondents over
multiple time points, would allow for more complex analyses to be conducted in which it can
be determined whether or not causal relationships exist between these measures.
Additionally, the survey used in this study was quantitative in nature. One main benefit of
quantitative analysis is that hypotheses can be directly tested based on the data collected.
However, a future study incorporating qualitative analysis could serve to further explore
organisational culture, national culture, and organisational culture in Iran or abroad in greater
depth than can be achieved through the use of a survey questionnaire. In-depth interviews
289
utilizing open-ended questions could allow for deeper exploration of these measures as well
as their association with organisational factors including size and culture.
Further research in another setting such as the public sector should include some
modifications of the questionnaire because this questionnaire was designed for private sector
organisations. Furthermore, it is also important to take in account the internal and external
environment impact such as sanction and economics restriction on organisational behaviour
in both public and private sector. It is also crucial to investigate the impact to of both internal
and external environment including employees and managers behaviours, organisational
culture and organisational climate on leadership style and how managers and leaders perceive
organisational culture and national culture and how they implemented in their leadership
style. Although, it is typically the leadership style in private sector should be different from
public sector but how managers perceive organisational culture and national culture should
remain the same. Also, in order to test the relationship between organisational culture and
organisational effectiveness another model of organisational culture such as OCP could be
used and the results could be compared with those of this study. Another suggestion for
further research is to study the impact of other moderating factors such as religion or
technology and then compare the result with those of this study.
The researcher strongly recommends for future study to look at effectiveness objectively by
taking profitability, ROI or other measures into the analysis. Therefore, the perception of
organisational effectiveness could be crosschecked with objective data.
7.5 Statement of the Research Novelty

In this study each of the components proposed was the basis of a contribution produced for
this thesis. The first three chapters of this thesis were related to information that helped the
researcher to develop the conceptual model of this study for the research methodology which
was presented in Chapter 5. Furthermore, detail on the development and demonstration of the
survey as the method of data collection was also presented in Chapter 5. Also, practical data
analysis, in both pilot and main study, as well as redevelopment of the conceptual model
proposed in Chapter 3 were presented in both Chapter 5 and 6. The results and findings of
this research have produced a novel contribution to the subject of culture-effectiveness
studies and so expand the knowledge of the subject in terms of the following:
290
 A comprehensive novel model for the implementation and evaluation of
organisational culture and organisational effectiveness features presented in Figure
3.1 is the main contribution of this thesis. This model is presented to address the lack
of a theoretical model explaining the relationship between organisational culture
types and organisational effectiveness as reported in Chapter 2 and 3. This model was
developed as a conceptual model in chapter 3 and empirically investigated in Chapter
5. The results of this investigation were the basis for the evidence and model
modification in Chapter 6.
 There are two levels of original contribution in this model. Firstly, the proposed
model takes account of previous studies on organisational culture and organisational
effectiveness and this supports the conceptual level of this contribution. The
researcher included these studies and extended them to merge the factors recognised
in the normative literature. In addition, the factors from empirical work have also
been combined in the proposed model, thus developing a consistent model for the
adoption and evaluation of culture-effectiveness. Secondly, the concept and process
of the proposed model can be applied as a map for the evaluation process of culture-
effectiveness not only for private sector managers also for the public sector and not
for profit organisations as a learning process.
291
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Appendix A
A Covering Letter
Dear Respondent,
I am a PhD candidate at Brunel University West London, under the supervision of Professor.
Zahir Irani, Head of Brunel Business School, Brunel University, London, UK. This research
is entitled as:
The Mediating Influence of Leadership Style and Moderating Impact of National

Culture and Organisational Size on the Culture-Effectiveness Relationship: The
Case of Iran
The aim of study is twofold, i.e. to assess whether the impact of organisational culture on
organisational effectiveness is mediated by leadership style and to explore the moderating
effects of national culture and organisational size on the relationship between Organizational
Culture, leadership style and Organizational Effectiveness. Secondly, to generate a
comprehensive model to contribute the knowledge regarding the constructs which
significantly determine the impact of organisational culture on organisational effectiveness
using leadership style as mediator and national culture and organisational size as moderators.
This study will require you to complete the survey questionnaire (attached) which takes
approximately 45 to 60 minutes. Your participation is voluntary, and if you do not wish to
participate please discards the questionnaire. Your name and any information you provide
will be kept strictly confidential and will not be attributed to the individual or organisation.
Completed questionnaire response will be stored in secure environment, and the results of
research would be used for only academic purpose.
If you have any question or concern about this study, please contact the investigator: Mr.
Alireza Nazarian, PhD Student, Brunel Business School, Brunel University, West London,
UB8, 3PH, email: alireza.nazarian@brunel.ac.uk or my supervisor email:
zahir.irani@brunel.ac.uk. Your help would be greatly appreciated, thank you very much for
your time and cooperation.
Consent:
I wish to be identified in the report YES NO
I have read the above information and I agree to participate in this study (Please Tick)
Researcher Signature
Alireza Nazarian
349
Brunel Business School
Research Ethics
Participant Information Sheet
1. Title of Research: The mediating influence of leadership style and moderating impact of
national culture and organisational size on the culture-effectiveness relationship: the case of
Iran
2. Researcher: Alireza Nazarian on PhD, Brunel Business School, Brunel University
3. Contact Email: cbpgaan@brunel.ac.uk
4. Purpose of the research: To investigate the relationship among national and

organisational culture, leadership style and organisational effecitveness.
5. What is involved: participants will be asked to fill the questionnaire
6. Voluntary nature of participation and confidentiality.
This is an anonymous survey whereby all responses will remain confidential and analysed at
an aggregate. The data collected will be used for academic purpose only and has been
approved by the Brunel Business School ethics committee. Your participation is strictly
voluntary. You can freely skip any question if you do not feel comfortable in answering. The
estimated time to fill the questionnaire is about 35 to 40 minutes. Please be assured that the
data collected from you and others are stored electronically at the university and are password
protected. It will be kept for a minimum of five years.
350
Survey Questionnaire
Section A: Demography
No Questions Questions 1-to-4 are related with Your Background information: please mark
[x] only one option
1 Your gender Male Female
2 Your age group – Under 25 25 – 34 35 – 44 45 – 54 55 – 64 65 and over
3 For data analysis Micro-enterprise Small Medium (from Large (250 and
purposes. please TICK (less than 10) (between 10- 50 to 249 more employees)
(V) the size of your 49) employees)
company
4 your position in the CEO Senior Manag Middle Manag Junior Manag
company –
351
No Section B 1 2 3 4 5 6 7
Questions 1-to- 22 are related with your personality: please rate the extent to which you agree with each
statement. 1= Extremely Strongly Disagree 2= Strongly Disagree 3= Disagree
4= Neutral 5= Agree 6= Strongly Agree 7= Extremely Strongly Agree
1 It is important to have job requirements and
instructions spelled out in detail so that employees
always know what they are expected to do.
2 Managers expect employees to closely follow
instructions and procedures.
3 Rules and regulations are important because they
inform employees what the organization expects of
them.
4 Standard operating procedures are helpful to
employees on the job.
5 Instructions for operations are important for employees
on the job.
6 Group welfare is more important than individual
rewards.
7 Group success is more important than individual
success.
8 Being accepted by the members of your workgroup is
very important.
9 Employees should only pursue their goals after
considering the welfare of the group.
10 Managers should encourage group loyalty even if
individual goals suffer.
11 Individuals may be expected to give up their goals in
order to benefit group success.
12 Managers should make most decisions without
consulting subordinates.
13 It is frequently necessary for a manager to use
authority and power when dealing with subordinates.
14 Managers should seldom ask for the opinions of
employees.
15 Managers should avoid off-the-job social contacts with
employees.
16 Employees should not disagree with management
decisions.
17 Managers should not delegate important tasks to
employees.
18 Meetings are usually run more effectively when they
are chaired by a man.
19 It is more important for men to have a professional
career than it is for women to have a professional
career.
20 Men usually solve problems with logical analysis;
women usually solve problems with intuition.
21 Solving organizational problems usually requires an
active forcible approach which is typical of men.
22 It is preferable to have a man in a high level position
rather than a woman. 352
No Section C 1 2 3 4 5 6 7
Questions 23-to- 46 are related with your understanding of the organisational culture of the place you work at:
please rate the extent to which you agree with each statement.
1= Extremely Strongly Disagree 2= Strongly Disagree 3= Disagree
23 The company is a personal place, it is like an extended
family, People seem to share a lot of themselves.
24 The leadership in the company is generally considered
to exemplify mentoring, facilitating, or nurturing.
25 The management style in the company is characterized
by teamwork, consensus and participation.
26 The ‘glue’ that holds the company together is loyalty
and mutual trust. Commitment to the company runs
high.
27 The company emphasises human development. High
trust, openness and participation persist.
28 The company defines success on the basis of the
development of human resources, teamwork, employee
commitment and concern for people.
29 The company is a dynamic entrepreneurial place.

People are willing to stick their necks out and take
risks.
to exemplify entrepreneurship, innovating, or risk-
taking.
by individual risk-taking, innovation, freedom and
uniqueness.
32 The ‘glue’ that holds the company together is
commitment to innovation and development. There is
an emphasis on being on the cutting edge.
33 The company emphasises acquiring new resources and
creating new challenges. Trying new things and
prospecting for opportunities are valued.
34 The company defines success on the basis of having
unique, or the newest, products. It is a product leader
and innovator.
35 The Company is results orientated. A major concern is

with getting the job done. People are very competitive
and achievement orientated.
to exemplify a no-nonsense, aggressive, results-
orientated focus.
by hard-driving competitiveness, high demands and
achievement.
38 The ‘glue’ that holds the company together is the
emphasis on achievement and goal accomplishment.
39 The company emphasises competitive actions and
achievement. Hitting stretch targets and winning in the
marketplace are dominant.
40 The company defines success on the basis of winning
353
in the marketplace and outpacing the competition.
Competitive market leadership is the key.
41 The company is a controlled and structured place.

Formal procedures generally govern what people do.
to exemplify co-coordinating, organizing, and smooth-
running efficiency.
by security of employment, conformity, predictability
and stability in relationships.
44 The ‘glue’ that holds the company together is formal
rules and policies. Maintaining a smooth-running
company is important.
45 The company emphasises permanence and stability.
Efficiency, control and smooth operations are
important.
46 The company defines success on the basis of
efficiency. Dependable delivery, smooth scheduling
and low-cost production are critical.
No Section D 1 2 3 4 5 6 7
Questions 47-to- 87 are related with organisational effectiveness: please rate the extent to which you agree with
each statement.
1= Extremely Strongly Disagree 2= Strongly Disagree 3= Disagree
47 In my organisation the number of employee
complaints about their job experience received at the
organisation is decreasing.
48 In my organisation employee attrition resulting from
dissatisfaction is increasing (reverse).
49 In my organisation the number of employee visit the
consulting centre is decreasing.
50 In my organisation managers and supervisors are

satisfied with their jobs and employment.
51 In my organisation, managers and supervisors’
satisfaction of their organisation is decreasing
(reverse).
52 In my organisation absenteeism of managers and
supervisor is decreasing.
53 In my organisation the number of leaving managers
and supervisors is increasing (reverse).
54 In my organisation talents and expertise exist to

increase the quality of the employees’ work.
55 In my organisation complaint about type and adequacy
of recognition and reward is increasing (reverse).
56 In my organisation complaint about equity of treatment
and rewards is decreasing.
57 In our organisation performance-related rewards are
decreasing (reverse).
58 In our organisation performance-related rewards are
treated seriously.
354
59 Organisational rewards and promotion schemes are not
only influenced by superior performance.
60 In my organisation quality of employee’s skill is

increasing.
61 In my organisation the number of employees attending
training course or workshop on outside working time
is decreasing (reverse).
62 In my organisation complaint concerning employee
working capability is Increasing (reverse).
63 In my organisation training and development greatly
valued.
64 Our Organisation prime goal is customer satisfaction.
65 In my organisation employee’s attendance at

professional training course is increasing.
66 In my organisation employees’ output such as product
or service is Decreasing (reverse).
67 In my organisation High quality work is always
expected from us.
68 In my organisation the number of training course
offered to employees is increasing.
69 My Organisation gives great emphasis on checking
and focusing on quality in performance.
70 My Organisation constantly develops new services or
products.
71 In my organisation regular and continuous non-

professional activities offered for employee’s personal
development is increasing.
72 In my organisation the numbers of employees
participate actively in non-professional activities is
decreasing (reverse).
73 In my organisation opportunities to access supporting
facilities for non-professional activities is increasing.
74 My Organisation encourages teamwork among

employees.
75 My organisation promotes open and trusting
communication among members of organisation?
76 My organisation promotes important communication
should be transferred by formal channels.
77 My organisation has a very effective system of
communication to transfer management information.
78 In my organisation there is a good level of trust in the
management's view of the workforce.
79 My organisation believes that employees are more
effective when working as a team.
80 In my organisation communications’ methods are
effective at all levels.
355
81 In my organisation community service activities done
by employees is increasing.
82 In my organisation professional activities such as
consultancy and training outside the workplace and
served by employees is Decreasing (reverse).
83 In my organisation the number of programme to
enhance the community relation is increasing
84 In my organisation the number of conferences and
workshop for non-employed people done by our
employees is Decreasing (reverse).
85 My Organisation does not miss opportunities ay any

levels.
86 My Organisation can easily attract talented people.
87 My Organisation is always looking for the best way of
using limited resources.
No Section E 0 1 2 3 4
Questions 88-to- 123 are related with leadership style: please rate the extent to which you agree with each
statement.
0= Not at all 1= Once in a while 2= Sometimes
3= Fairly often 4= Frequently
88 Provides me with assistance in exchange for my efforts
89 Re-examines critical assumptions to question whether
they are appropriate
90 Fails to interfere until problems become serious
91 Focuses attention on irregularities, mistakes,
exceptions, and deviations from standards
92 Avoids getting involved when important issues arise
93 Talks about his/her most important values and beliefs
94 Is absent when needed
95 Seeks differing perspectives when solving problems
96 Talks optimistically about the future
97 In stills pride in me for being associated with him/her
98 Discusses in specific terms who is responsible for
achieving performance targets
99 Waits for things to go wrong before taking action
100 Talks enthusiastically about what needs to be
accomplished
101 Specifies the importance of having a strong sense of
purpose
102 Spends time teaching and coaching
103 Makes clear what one can expect to receive when
performance goals are achieved
104 Shows that he/she is a firm believer in “If it ain’t
broke, don’t fix it.”
105 Goes beyond self-interest for the good of the group
106 Treats me as an individual rather than just as a member
of a group
107 Demonstrates that problems must become chronic
before taking action
108 Acts in ways that builds my respect
109 Concentrates his/her full attention on dealing with
mistakes, complaints, and failures
356
110 Considers the moral and ethical consequences of
decisions
111 Keeps track of all mistakes
112 Displays a sense of power and confidence
113 Articulates a compelling vision of the future
114 Directs my attention toward failures to meet standards
115 Avoids making decisions
116 Considers me as having different needs, abilities, and
aspirations from others
117 Gets me to look at problems from many different
angles
118 Helps me to develop my strengths
119 Suggests new ways of looking at how to complete
assignments
120 Delays responding to urgent questions
121 Emphasizes the importance of having a collective
sense of mission
122 Expresses satisfaction when I meet expectations
123 Expresses confidence that goals will be achieved
357
Appendix B
Partial Correlation
Small,
Control Variables Medium,
OE Clan Adhocracy Market Hierarchy Leadership Large
a
-none- OE Correlation 1.000
clan Correlation .471*** 1.000
Adhocracy Correlation -.004 .157** 1.000
Market Correlation .374*** .368*** -.029 1.000
Hierarchy Correlation .423*** .428*** .027 .436*** 1.000
Leadership Correlation .550*** .383*** .078 .442*** .465*** 1.000
Small, Correlation -.066 .204*** -.006 .328*** .379*** .127** 1.000
Medium,
Large
Small, OE Correlation 1.000
Medium,
Large
clan Correlation .496*** 1.000
Adhocracy Correlation -.004 .162** 1.000
Market Correlation .420*** .325*** -.029 1.000
Hierarchy Correlation .486*** .388*** .032 .357*** 1.000
Leadership Correlation .564*** .368*** .079 .428*** .454*** 1.000
358
Regression model of the whole model
Correlations
OE1 clan Adhocracy Market Hierarchy Leader1

Descriptive Statistics
Pearson Correlation OE1 1.000 .471 -.004 .374 .423 .550
Mean Std. Deviation N
clan .471 1.000 .157 .368 .428 .383
4.57 0.619 353
OE
Adhocracy -.004 .157 1.000 -.029 .027 .078
1.74 0.628 353
clan Market .374 .368 -.029 1.000 .436 .442
2.16 0.723 353 Hierarchy .423 .428 .027 .436 1.000 .465
Adhocracy
3.36 1.549 353 Leader1 .550 .383 .078 .442 .465 1.000
Market
Sig. (1-tailed) OE1 . .000 .470 .000 .000 .000
3.44 1.407 353
Hierarchy
clan .000 . .002 .000 .000 .000
1.81 0.844 353
Leadership Adhocracy .470 .002 . .291 .306 .073
Market .000 .000 .291 . .000 .000
Hierarchy .000 .000 .306 .000 . .000
Leader1 .000 .000 .073 .000 .000 .
N OE1 353 353 353 353 353 353
clan 353 353 353 353 353 353
Adhocracy 353 353 353 353 353 353
Market 353 353 353 353 353 353
Hierarchy 353 353 353 353 353 353
Leader1 353 353 353 353 353 353

359
b
Variables Entered/Removed
Variables Variables
Model Entered Removed Method
1 Leader1, . Enter
Adhocracy,
clan, Market,
y
Hierarch
a. All requested variables entered.

b. Dependent Variable: OE1
b
Model Summary
Change Statistics
Adjusted R Std. Error of the R Square

Model R R Square Square Estimate Change F Change df1 df2 Sig. F Change Durbin-Watson
a
1 .634 .402 .394 .482 .402 46.748 5 347 .000 1.320
a. Predictors: (Constant), Leader1, Adhocracy, clan, Market, Hierarchy

b
ANOVA

a
1 Regression 54.348 5 10.870 46.748 .000
Residual 80.682 347 .233
Total 135.029 352
a. Predictors: (Constant), Leader1, Adhocracy, clan, Market, Hierarchy

360
a
Coefficients
Standardized
Unstandardized Coefficients Coefficients 95.0% Confidence Interval for B Correlations Collinearity Statistics
Model B Std. Error Beta t Sig. Lower Bound Upper Bound Zero-order Partial Part Tolerance VIF
1 (Constant) 3.509 .112 31.397 .000 3.289 3.729
clan .266 .048 .270 5.575 .000 .172 .360 .471 .287 .231 .732 1.366
Adhocracy -.066 .036 -.077 -1.818 .070 -.137 .005 -.004 -.097 -.075 .963 1.039
Market .023 .020 .059 1.189 .235 -.015 .062 .374 .064 .049 .709 1.409
Hierarchy .048 .022 .110 2.162 .031 .004 .092 .423 .115 .090 .671 1.491
Leader1 .275 .037 .376 7.510 .000 .203 .347 .550 .374 .312 .689 1.452
a. Dependent Variable: OE1
Collinearity Diagnostics
Variance Proportions
Model Dimension Eigenvalue Condition Index (Constant) clan Adhocracy Market Hierarchy Leader1
1 1 5.539 1.000 .00 .00 .00 .00 .00 .00
2 .168 5.735 .03 .00 .28 .16 .03 .10
3 .099 7.484 .01 .00 .00 .53 .00 .69
4 .086 8.018 .00 .12 .08 .24 .55 .20
5 .068 9.007 .01 .83 .07 .01 .36 .00
6 .039 11.869 .96 .04 .58 .05 .05 .00

361
Residuals Statistics
Minimum Maximum Mean Std. Deviation N
Predicted Value 3.89 5.74 4.57 .393 353

Std. Predicted Value -1.736 2.955 .000 1.000 353
Standard Error of Predicted .030 .200 .059 .023 353
Value
Adjusted Predicted Value 3.89 5.80 4.58 .397 353
Residual -2.552 1.081 .000 .479 353
Std. Residual -5.293 2.242 .000 .993 353
Stud. Residual -5.351 2.260 -.003 1.005 353
Deleted Residual -2.608 1.099 -.003 .491 353
Stud. Deleted Residual -5.578 2.274 -.004 1.013 353
Mahal. Distance .390 59.629 4.986 6.349 353
Cook's Distance .000 .363 .004 .022 353
Centered Leverage Value .001 .169 .014 .018 353
362
Appendix C
Charts
363
364
Partial Regression Plots
365
Curve Fit
Model Description Variable Processing Summary
Variables
Model Name MOD_1
Depe Indepe
Dependent 1 OE1
ndent ndent
Variable
Equation 1 Linear OE1 clan
Independent Variable clan Number of Positive Values 353 353

Number of Zeros 0 0
Constant Included
Number of Negative Values 0 0
Variable Whose Values Label Unspecified
Number of Missing User-Missing 0 0
Observations in Plots
Values System-Missing 0 0
Model Summary and Parameter Estimates

Dependent Variable:OE1
Model Summary Parameter Estimates
Equation R Square F df1 df2 Sig. Constant b1
Linear .222 99.918 1 351 .000 3.765 .464
The independent variable is clan.
366
367
Model Name MOD_2 Variables
Dependent 1 OE1 Dependent Independent
Variable OE1 Adhoc

Equation 1 Linear Number of Positive Values 353 353
Independent Variable Adhocracy Number of Zeros 0 0
Constant Included Number of Negative Values 0 0
Variable Whose Values Label Unspecified Number of Missing Values User-Missing 0 0
Observations in Plots System-Missing 0 0

Linear .000 .006 1 351 .940 4.582 -.003
The independent variable is Adhocracy.
368
369
Variable OE1 Market

Independent Variable Market Number of Zeros 0 0

Variable Whose Values Label Observations Unspecified
in Plots

Linear .140 57.146 1 351 .000 4.072 .150
The independent variable is Market.
370
371

Variable OE1 Hierarchy
Equation 1 Linear
Number of Positive Values 353 353
Independent Variable Hierarchy Number of Zeros 0 0
Variable Whose Values Label Unspecified Number of Missing User-Missing 0 0

Observations in Plots Values
System-Missing 0 0

Linear .179 76.627 1 351 .000 3.933 .186
The independent variable is Hierarchy.
372
373
Variable OE1 Leader1

Independent Variable Leader1 Number of Zeros 0 0

Number of Negative Values 0 0
Constant Included
Variable Whose Values Label Observations Unspecified
in Plots

Linear .303 152.289 1 351 .000 3.845 .403
The independent variable is Leader1.
374
375
Appendix D
376
377
378
Appendix E
Table to compare the Likert scale with Hofstede’s scale
0.25 0.5 0.75 1 1.25 1.5 1.75 2 2.25 2.5 2.75 3 3.25 3.5
3.75 7.14 10.71 14.28 17.85 21.42 25 28.57 32.14 35.71 39.28 42.85 46.42 50
3.75 4 4.25 4.5 4.75 5 5.25 5.5 5.75 6 6.25 6.5 6.75 7
53.57 57.14 60.71 64.28 67.85 71.42 75 78.57 82.14 85.71 89.28 92.85 96.42 100
379
Appendix F
Discussion on National Culture changes in Iran
Power Distance
One of the national culture dimension mentioned by Hofstede in his study was power
distance and according to his findings, Iran scored high in this dimension, which indicates
that Iranians can accept inequality of distribution of power in the society. One factor that can
contribute to a high level of power distance in Iranian society can be traced back to the
Iranian family where the father used to have ultimate power and children were forced to
listen and follow him as the leader of family. This obedience was even stricter for female
members of the family as normally they have fewer privileges because of male domination of
culture in Iran. According to Islamic law, which denies women individuality, and autonomy ,
women normally were considered as Minors (and are still considered in law as Minors) who
need guardianship and their rights and obligations as a member of the family need to be
defended by their male relatives. Women were expected to obey their father or husband’s
rules and they were expected to do their best to transfer this culture to their children and teach
them to do the same and in rural areas and small cities this is till the case. Children were
taught from an early age to respect and obeytheir father as the ultimate power in the family.
Consequently, it can be argued that children brought up in this social and cultural
environment subconsciously accept the existence of inequality of distribution of power and
male domination in society as a fact of life. Therefore, one can argue that acceptance of high
power distance in Iran, is rooted in Iranian families’ affairs and, more specifically, mothers’
behaviour and attitude toward her husband and male relatives in the house. However, in
recent years this way of thinking in society has been subjected to fundamental changes and it
could be argued that patriarchal culture has failed as a result of the new strategy adopted by
women in modern Iran.
However, since the Islamic Revolution in 1979 and modernization policies, increasing
urbanisation, higher literacy rates for women, university education for young women, and
women’s increasing social, cultural and economic activities, attitudes towards women have
dramatically changed and this change has caused a change in Iranian national culture in
general. Paradoxically, after the Islamic Revolution, which implements strict rules and denys
women civil right such as limitations on divorce or child custody or institutionalised gender
380
inequality, women have adopted a new form of strategy by rejecting traditionalist values and
divine justification for segregation policies. They started by challenging the patriarchal
system which existed in their society in both their family and in the public sphere. According
to Thiebaut (2009) what is interesting about women in modern Iran is that they manage to
establish a new kind of relationship with their children by denying the patriarchal system,
which is naturally based on authority, and they prefer to use dialogue and persuasion rather
than authority. Moreover, in order to establish a new, modern culture in distinction from the
regime’s fundamentalist, strict Islamic culture, women have placed a high value on higher
education for their children including learning foreign language (mainly English) or even
sending them to other countries such as England to study. This has been considered by
parents as opening the door to the outside world to learn other cultures and activities to
ensure their children’s future. It can be argued that this new relationship between mother and
child has changed many aspects of Iranian culture for the new generation. Furthermore, as a
result of an increasing level of the presence of women in the labour market as professionals
as well as the weakening of male domination in both public and private spheres provides
them with economic independence and intellectual autonomy helping them to challenge
men’s traditional cultural authority financially and intellectually both domestically (inside the
family) and socially. However, this change has not achieved anything without paying a price
for and that has been an increase in the level of tension between wife and husband. With the
support of government laws, based on religious rules, men are able not to authorise their
wives to work and many men prefer to use this privilege unless their wives’ salary are
absolutely essential for family economics affairs.
It is important to mention that the revolutionary movement itself, unlike in popular

perception, has played a key role in the weakening of the traditional hierarchical order, which
is normally based on authority, paternalistic monarchy and the patriarchal system, before and
after the revolution. The weakening of the traditional cultural model of the Iranian family
specifically among the middle and upper-middle classes has been helped by the revolutionary
movement which has given young people license to disobey their parents’ orders, not to join
the movement, by clerical leaders. Moreover, young people’s participation in the
revolutionary movement has also had another effect which has been to create a gap and
conflict between generations. The recent case of the green movement in Iran can also be
compared with the pre-revolutionary movement in that it shows a great deal of conflict
381
between the third generation of the Islamic revolution, who actively seeking for
modernisation and political and social freedom, and the first and second generations of
Islamic revolution, who were more religious and patriotic toward clerical leaders. Many
children of the elites and clerics have participated in the green movement despite their
parents’ conservative views and government support. Interestingly, these parents are the same
people as the young students who disobeyed their own parents’ orders and questioned their
parents’ traditional authority by participating in the revolutionary movement, butare now
trying to practice their authority over their children by forbidding them to join the green
movement.
The Islamic revolution also created a trend of change in the system of values among young
people and it was these young people’s who opposed the traditional value system. As a first
step in this trend, the younger generation who become so involved in the revolution that they
even substituted ideological authority from the religious or political leaders, depending on
their political- ideological perspective, for parental authority. Also, another example of this
trend can be found in a new culture of marriage., In the traditional Iranian culture of marriage
normally set by parents or older members of the family usually the groom is more educated,
older and has a better economic and social status than the bride. But after the revolution
marriage of free choice among the younger generation especially those from the middle and
upper middle class became very fashionable and also the way to oppose the traditional culture
of authority.
In addition, as a result of modernization, expansion of urbanisation and education, Iranian

social and cultural changes have entered a new era. For example, the new generation of
parents has changed its approach toward their children’s education from an authoritarian style
of education, high on control and low on support, to permissive education and child
centeredness, which is low on control and high on support. This change of attitude towards
child centeredness has certainly played a crucial role in changing Iranian family culture after
the revolution. Although, these changes had started long before the revolution happened, they
served to the purposes of the revolutionary movement in post-revolution Iran. One of the
main outcomes of these changes has been the weakening of the traditional hierarchal order.
Also, it could be argued that another reason for the weakening of parental authority can be
traced back into the increased level of literacy among children from lower class families.
382
Generally, parents of lower class origin were normally illiterate or barely literate and this gap
between parents’ and children’s level of education has strengthened young people’s authority
within their families. In the 1997 presidential election and surprise victory of Khatami over
his conservative rival, the role of young people in this victory appeared to be absolutely
crucial. Young people, who could not vote (16 is the voting age), in order to make sure the
name of their favourite candidate (Khatami) would be selected on the ballot accompanied
their illiterate parents to the poll. During the two months of the presidential election in 1997
almost all university students went back to their cities to work in Khatami’s campaign to
persuade more people to vote for him.
Surprisingly, even the power elite who are normally very conservative, religious and
traditionalist did not explicitly confront the young people’s new value system. In fact, they
actually actively helped in weakening the traditional parental order as they viewed parental
order as something that held back young people’s indoctrination. This weakening of the
parental order had accelerated by the beginning of the Iran-Iraq war, when the authorities
needed to mobilise volunteers for war. Therefore, they used all available channels including,
the media, Friday prayers, and mosques to encourage young people to go to war, despite the
opposition of many parents for mobilisation of their sons. In fact, the weakening of parental
power helped the Islamic revolution during the war to establish its ideology.
Another main intervention of government in weakening the parental order, which was
criticised even by politicians, was the intervention of the government in the family sphere and
the attempt to Islamise families by using information gathered from school children by hand-
picked teachers about their family’s life style such as whether their parents pray or have
mixed parties or fasting during Ramadan. The main reason for government intervention in the
family sphere was to make sure values transmitted to children by parents were in line with the
government ideology of Islamisation of society. The government believed that the
transmission of Islamic values should start from an early age in order to have the maximum
effect. Therefore, as a result of this strategy, the educational system was put in charge of the
Islamisation campaign. Consequently, many families who did not follow the government
ideology of Islamisation were forced to encourage their children to lie. These innocent
children were often brought up with two personalities and value systems: 1- a family social
and cultural system of value versus school social and cultural system of values. However, the
recent case of the green movement has proved that this strategy of Islamisation of society has
383
failed as the majority of the young people who participated in the green movement are the
third generation of the revolution who were brought up after the Islamic revolution. Also, this
government strategy never brought about respect for state authority but helped in weakening
of parental authority as well as causing an identity crisis among young people who were
encouraged to to consider themselves as children of Cyrus the great or of the Prophet
Mohammed, or both.
Thus, Iran’s moderately low score on PDI could be the consequence of its education system,
social and government system and national wealth. According to Hofstede, et al. (2010) a
higher education system is responsible for establishing a middle class society, which in turn
gives freedom to individuals to quit social norms and participate in institutional, managerial
and governmental systems. The literacy rate stands well above 80 per cent (around 83 per
cent) of which 90 per cent male and 77 per cent female. However, the literacy rate among the
younger generation (between the ages of 6 to 24) is around 93 per cent of which 97 per cent
males and 96 per cent females in urban areas and 93 per cent males and 83 per cent female in
rural areas. Also, the number of women pursuing higher education has increased dramatically
since the Islamic revolution. By comparing the percentage of female students enrolled in
Iranian universities in 1978 to the proportion enrolled in 2003, it can be seen that the
percentage has been doubled from 31 per cent to 62 per cent. Also according to Hofstede, et
al. (2010) people with highest status and education level show the lowest PDI values. Also as
Hofstede, et al. (2010) mention, ahigher education usually makes a person to be at least
middle class. Moreover, according to Hofstede, education also is the main factor in
determining the the occupation that people try to achieve. Therefore, it can be understood that
in many societies including Iran, education, social class and occupation are linked. Also,
middle class values normally influence every aspect of institutions of any country as the
majority of people who control these institutions belong to the middle class (Hofstede, et al.
2010). Iran’s moderately low score on PDI can be interpreted as being because respondents in
this survey were from the managerial level with a minimum of an undergraduate level of
education. Therefore, it could be argued that the results of this survey mainly express middle
class and higher class values in Iranian society. Furthermore, according to Hofstede, if a
country as a whole scores low on PDI this mostly applies to middle and higher status people
and lower status people with lower educational attainment tend to score high on PDI. In the
384
case of Iran, with a moderately low score on PDI, people accept and appreciate inequality but
they feel that superiors should moderate their power by having a sense of obligation as well.
Individualism and collectivism
According to Hofstede’s findings, the cultural dimension of Iranian society is considered to

be collectivist compared with most Western countries. Considering that Iran has been greatly
influenced by Islamic principles, which place a strong emphasis on justice, harmony and
generosity in the workplace, this result might be expected. Similar to PDI, Hofstede, et al.
(2010) argued that individualism and national wealth are correlated with each other. For
instance, countries with a higher income per capita (e.g., Denmark and USA) had more of an
individualistic society compared with Iran which, according to the author, had a lower level
of income per head than those countries (during the period 1968 to 1972) and tended to be
more collectivist societies.
On the other hand, Tayeb (1979) argues that Iran’s culture could be better viewed as
‘individualistic’ rather than ‘collectivistic’. She further argues that team co-operation and
group work do not generally fit well with Iranian culture. In support of her argument, Ali’s
findings (1996) show that Middle Eastern countries were generally individualistic. As Iran is
located in the Middle East and shares many cultural aspects with Arab countries, Iranian
managers are included in this statistic. This result has been supported by Ali and Amirshahi
(2002) and Javidan and Dastmalchian (2003).
Moreover, the new generation, as Thiebaut (2009) argues, has become more individualistic,
resistant to totalitarianism, pro modernity and more demanding of cultural, social and
political change. The best example of demand for cultural, social and political changes by the
new generation can be traced back to the presidential election of 1997 and the surprising
victory of Khatami over his conservative rival and also the last presidential election in 2009
and the re-election of president Ahmadinezhad which has caused some people to resist by
creating the green movement. All these changes toward political power and establishing new
relationships with those in power is the result of profound changes that have happened inside
the institution of the family. Thiebaut (2009) strongly argues that all these changes in Iranian
society and Iranian culture can be seen as the outcome of new educational values adopted by
the new generation of parents, specifically the mothers.
385
Also, regional disparities, regardless of overall modernisation throughout the country, are still
the biggest problem of modern Iran. One of those regional disparities is women’s perception
toward social and cultural changes, which is entirely based on the community they live in.
For example Thiebaut (2009) argues that she found that women in Baluchistan remain
completely traditional with total male domination and authority. She found that in
Baluchistan, which has a Sunni minority, women’s subordination to men and family structure
is considered as a crucial element for family and community survival and unity, and to her
surprise women in that area endorsed such beliefs. She further argues that the reason can be
traced back to the low level of female education in that area. Baluchistan, according to data
from the ministry of education, is the only area in Iran that, regardless of high level literacy
among the younger generation, the girls’ level of education remains very low and they are
normally stopped by their parents from going to school after puberty. Also, unlike other parts
of Iran where parental authority over children on arranged marriage has declined, arranged
marriage and early marriage is still is very common in Baluchistan.
The weakening of parental authority and adopting child centeredness by parents in the
modern Iranian family has also brought about one of the main consequences and that is
increasing individualism among the younger generation in both personal and social life. Also
parents, especially mothers, have been emphasising and supporting their children to adopt
western values by encouraging and facilitating them to learn foreign languages (mainly
English) or sending them to other countries for further education as a way of opposing the
state’s forced Islamisation strategy. Parents, in particular mothers, who in fact have become
more involved in decisions on children’s education, have actively rejected the traditional
authoritarian type of education and have adopted a permissive type of education with low
control and high support. The advantages of adopting permissive educational methods by
parents are children having more freedom within their family, freedom that previous
generations never had, which also helps children to build their own individual identity.
However, the disadvantage of the new approach was mainly the creation of huge conflict
between tradition and modernity; in fact adopting permissive a educational method was the
way mothers chose to confront traditional patriarchal authority. Also, it was a challenge to
traditional methods of thinking, influenced by Islamic laws, of looking at children as their
father’s posessions. In the new modern Iran, parents prefer to use dialogue and conversation
as a method of guidance. They also prefer to build a relationship based on mutual respect
386
with their children rather than on authority. Although, parental authority has been weakened
after the revolution by the government, intentionally or unintentionally by intervention in the
family sphere, it helps new a generation of parents to establish new types of relationship with
their children based on trust and respect. It has created a new generation of Iranian which is
more individualistic in both family and social affairs, as well as a generation that do not
condone inequality of distribution of power in society.
Namazie (2003) used Hofstede’s model to examine Iran and compared it with Hofstede’s
findings of around 10 years ago. To many people’s surprise Namazie’s findings indicated that
Iranian national culture has been becoming closer to western culture on almost all dimensions
apart from collectivism and long term orientation. That can indicate that the revolution and
Iran-Iraq war has had a big influence on changing some aspects of Iranian national culture
which in some cases was labelled, by Iranian leaders, the “Cultural Revolution”. Iranian
leaders hoped this Cultural Revolution would guide the younger generation and students
towards Islamic culture but the current situation and recent movements in Iran indicates
otherwise.
House and Javidan (2001) in the GLOBE Project research categorised Iran within Southern
Asia, and grouped it with India, Indonesia, Malaysia, the Philippines, and Thailand. They
argue that the distinguishable factors of this cluster lie in their high levels of PDI and group
and family collectivism. According to the findings, all countries located in this cluster are
looking for lower power distance, higher individualism, stronger and longer perspectives on
the future and performance orientation. They argue that countries in this cluster also value
charismatic, team oriented, and humane leadership.
Uncertainty Avoidance
A high score on uncertainty avoidance, in fact, can indicate that there is a low level of
tolerance toward uncertainty in Iranian society. Therefore, in order to avoid or minimize this
level of uncertainty, they try to adopt and implement strict rules, laws, policies and
regulations. It can be argued that the ultimate goal of these rules and regulations is to control
everything in order to eliminate or avoid the unexpected. As a result of this high Uncertainty
Avoidance characteristic, Iranian society does not readily accept change and is very risk
adverse (Hofstede, et al., 2010).
387
According to GLOBE’s findings, Iran scored very low on uncertainty avoidance (3,67) which
is totally the opposite of Hofstede’s findings. Javidan and Dastmalchian (2003) argue that the
main reason for scoring very low on this index can be traced back to Iranian’s society
mistrust of the rules and regulations imposed by government. There is a general view among
Iranians that these rules are written to protect the interests of those people in power and
therefore, they will be ignored or not enforced when they are in conflict with those group
interests. Thus, the majority of ordinary Iranians have lost their confidence in the
appropriateness and usefulness of rules and their enforcement. On the other hand, GLOBE
reported that Iran scored very high on this index which show the desire of Iranians for a high
level of uncertainty avoidance.
In addition, according to Hofstede (1980), UA is highly correlated with feelings of stress and
anxiety. Compared to North American countries where a low unemployment ratio is
observed, in Iran the official rate of unemployment is almost 15% and the unofficial rate is
around 23%, of peoplereceiving higher level graduate degrees ( CIA world factbook, 2010).
The higher ratio of unemployment, or employment with low wages, results in high levels of
uncertainty among individuals in society (Hofstede, et al., 2010). Iran’s increase in the
unemployment rate during last 10 years could be one of the reasons for a high score on the
UA index. Also, we can ignore the impact of religion in Iranian society. As a result of being
Muslim as well as the political situation in Iran, Iranians are reluctant to do any planning for
the long-term and avoid taking risks due to a belief in fortune. Unlike Iranians, North
American and in general western countries, where individuals feel the effect of religion less,
they are more used to plan for decades even though they are not certain that they will be alive
for such a period of time.
In general researchers such as Tayeb (1979), Javidan and Dastmalchian (2003), Ali and
Amirshahi (2002), and Analoui and Hosseini (2001) argue that Iranian culture can be
characterised by a moderate level of uncertainty, high reward for loyalty, low participation,
being performance orientated, and high on consultation. This is due to the fact that the
country has historically been characterised by centralised government, constant changes to
rules and regulations, restricted information and a high level of hierarchy. Additionally, what
distinguishes Iran from other countries is its strong family and group orientation, manifesting
in strong loyalties towards family and close friends (Javidan and Dastmalchian, 2003).
388

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The Mediating Influence of Leadership Style and Moderating

Impact of National Culture and Organisational Size on the Culture-

A thesis submitted to Graduate school in partial fulfilment of the

Brunel Business School

TABLE OF CONTENTS .............................................................................................................................. VII

LIST OF TABLES ..................................................................................................................................... XIV

LIST OF FIGURES ................................................................................................................................... XVII

INTRODUCTION AND BACKGROUND OF STUDY ....................................................................................... 1

LITERATURE REVIEW .............................................................................................................................. 20

MODEL AND HYPOTHESES ..................................................................................................................... 95

4.1 Introduction........................................................................................................................ 128

DATA ANALYSIS ....................................................................................................................................169

5.1 Introduction ................................................................................................................. 169

6.1 Introduction........................................................................................................................ 247

CONCLUSIONS, CONTRIBUTIONS AND LIMITATIONS.............................................................................282

7.1 Introduction........................................................................................................................ 282

Partial Correlation .................................................................................................................... 358

Charts ....................................................................................................................................... 363

Introduction and Background of Study

1.2 Background of the Study

In order to investigate organisational effectiveness, varieties of questions from technical, non-

1.2.1 Organisational Culture

 Paradigm 1 – Integration (emphasises homogeneity)

1.2.2 National Culture

1.2.3 Leadership Style

1.2.4 The Competing Values Framework

1.3 Statement of Problem

1.4 Aim and Objectives of the Study

 To investigate the relationship between national culture, organisational culture,

1.5 Significance of the Study

Therefore, this study makes a significant contribution to the culture-effectiveness literature by

1.6 Scope of the Study

1.7 Theoretical Framework of the Research

1.8 Organisation of the Dissertation

2.2 Definitions of Culture

Or according to Trompenaars (1993, p. 13), “culture is a shared system of meaning. It dictates

2.3 Perceptions about National Culture

S. Authors Perception about culture

2.3.1 Different Approaches to National Culture

Figure 2.1: Theories of National Culture

Trompenaars (1993) Schwartz (1999)

 2.3.1.1 Hall Model (1960)

Hall introduced, as mentioned above, three main cultural dimensions:

Space (private/ public)

communication Less Very expressive Temporal Time is Time is flexible;

 2.3.1.2 Hofsede’s Model (1980)

Power Distance versus Individualism

Uncertainty Avoidance versus Masculinity

 2.3.1.3 Trompennar’s Model (1997)

• Universal vs. Particular values/orientations – refers to rules people universally accept as

Figure 2.2: Three Layers of Culture

Source: Trompennars, 1993

 2.3.1.4 Schwartz’s Study 1999

 2.3.1.5 House, et al. (GLOBE, 2004)

The Global Leadership and Organizational Behaviour Effectiveness Research Program

 2.3.1.6 Kluckholn and Strodtbeck (1961)

1) Human nature – refers to good, bad or combined qualities.